Demystifying OBGYN locums pay

Accurate salary and pay data for locum tenens physicians is hard to find online. But it’s not because there’s too little information, it’s because there’s too much. With every post indicating wildly different numbers, we’re here to provide data transparency with real numbers grounded in experience and recruitment expertise.

While it’s true that OBGYN locums are in high demand across the U.S. because of the OBGYN physician shortage, not all pay rates are built the same. Today, we’re diving into what those numbers actually look like and disaggregating the data so you can make more informed decisions when searching for your next role or negotiating your rate.

Let’s do the math on OBGYN locums rates.

OBGYN locums pay

• How much do OBGYN locums make?
• How are OBGYN locums rates calculated?
• What other forms of compensation do locums receive?
• Tips for maximizing your OB/GYN locums income
• See what happens when an agency acts like your CFO

How much do OBGYN locums make?

The standard rate for most OBGYN locums falls between $200 and $275 per hour. Total daily pay ranges from $1,200 to $1,400, but can go as high as $3,000 per day with hourly rates depending on the assignment. Keep in mind that pay varies by shift type, region and state, or physician’s experience level.

Daily vs. Hourly vs. Shift-Based Pay

Pay rates truly do vary by assignment, and it’s critical to read the fine print to ensure you’re informed. Daily pay is generally for fixed shifts, meaning you’ll see a more predictable workload. Hourly pay is typically for roles where additional shifts or weekend coverage are a requirement. With more options for additional shift hours, hourly pay can be a solid option for the locum who is looking to pick up a little something more. 

Shift pay for roles such as 24-hour shifts can sometimes come with greater perks, despite starting out lower than either daily or hourly pay. Call shifts, overnights and holidays may also come with premium pay. As with every role you look at, you’ll want to see the pay and shift structure laid out clearly in your confirmation statement or assignment agreement.

How are OBGYN locums rates calculated?

OBGYN locums have one key distinguishing factor from full time rates: they’re tied to hourly pay rather than Relative Value Units. RVUs are one of the most influential factors on OBGYN full-time salaries, and are calculated based on the intensity, frequency and skill required per procedure, as well as malpractice. 

But in locums, pay is structured around maintaining continuity of care in a particular region and facility. Although providers aren’t paid by RVU’s, there are standards in terms of patient volume and charting. As a result, compensation typically comes in the form of a flat hourly fee or daily rate that reflects supply and demand. Shift types and volumes do also influence compensation, with higher volume shifts commanding higher rates. 

What factors influence OBGYN locums pay?

Physician shortages and demand, region, experience and specialization, shift type, and contract structures all shape pay rates for a given locums role. Rural and remote areas are the most likely to have high pay rates combined with low cost of living. Experience and specialization can also impact pay, although distinct from  RVU-determined pay, these are more focused on ensuring coverage for a given area and the capability to perform more challenging procedures for a set period of time. 

What other forms of compensation do locums receive?

Locums receive two different types of compensation that are helpful for thriving in new assignments: coverage and lifestyle benefits. Agencies ensure that physicians receive malpractice protection and elevated credentialing support up front. 

But the lifestyle perks are also undeniably good (ask us how we know). From providing groceries and finding pet care, to booking travel and housing, or just being that 24/7 support for locums on-the-go, locum partners ensure you have what you need to actually enjoy your time off-shift. 

Tips for maximizing your OB/GYN locums income

Let’s go beyond “bring your own lunch” and focus on strategies that truly move the needle. The more flexible you are, the higher your potential paycheck. Facilities pay premiums for physicians with excellent bedside manner, especially those who leave a lasting, positive impression on patients and staff. Think of this as the invisible multiplier of compensation in locums.

Choosing assignments in high-demand areas, knowing pay data to negotiate contract rates, making the best possible use of 1099 contracting deductions, and strategically stacking nights and weekends shifts are essential to maximize your pay. Making your income go further is ultimately about making strategic decisions that put your money to work for you.

Consider assignments in rural and high-need areas. Especially in regions where cost of living is comparatively low, it’s easier to save your pay. Rural hospitals may also need additional coverage for nights and weekends, with more opportunities for admin time, or have last-minute openings that offer increased pay incentives. 

See what happens when an agency acts like your CFO

In the search for accurate OBGYN locum tenens salary data, it’s easy to feel like just another number on a contract. But you don’t have to navigate this landscape alone, or settle for less than you’re worth.

When you find a strategic locum partner that prioritizes your financial empowerment, you gain the strategic insight needed to command fair pay, negotiate with confidence, and own your career. You are a founder, building a sustainable business one contract at a time. 

Ready to start building yours with the financial clarity you deserve? Browse our open jobs or contact us today.