CRNA Overtime and Call Pay Explained: How Much More Can You Earn?

Base salary is only part of a CRNA’s income. For many Certified Registered Nurse Anesthetists, overtime and call pay can significantly increase total compensation — sometimes by tens of thousands of dollars per year.

In this guide, we explain CRNA overtime and call pay, how it works, what typical rates look like, and when extra pay is (or isn’t) worth the trade-off.

What Counts as Overtime for CRNAs?

Overtime structures vary by employer and employment model.

For W-2 CRNAs, overtime may include:

• Hours worked beyond a standard shift
• Extra cases added after scheduled hours
• Weekend or holiday shifts

Overtime pay is not universal. Some salaried CRNA positions include extended hours without additional compensation, making contract details critical.

What Is Call Pay for CRNAs?

Call pay compensates CRNAs for being available outside normal working hours.

Call responsibilities may include:

• Overnight in-house call
• Weekend call
• Backup or beeper call

Call structures vary widely and can significantly impact income and lifestyle.

Typical CRNA Overtime Pay Rates

Overtime pay is often calculated as:

• 1.25x to 1.5x the base hourly rate
• A flat hourly overtime rate
• Per-case bonuses after scheduled hours

For example:

• A $120/hour base rate may increase to $150–$180/hour for overtime work

Overtime earnings depend heavily on frequency and workload.

Typical CRNA Call Pay Rates

Call pay structures vary more than overtime.

Common call pay models include:

• $300–$1,000+ per call shift
• Hourly standby pay plus per-case compensation
• Guaranteed minimums if cases are performed

In high-demand or rural settings, call pay can substantially increase total annual income.

How Much Can Overtime and Call Increase Annual Income?

Depending on the role, overtime and call pay can add:

• $20,000–$50,000+ per year in moderate-call roles
• $75,000–$100,000+ per year in call-heavy or understaffed settings

The increase depends on:

• Frequency of call
• Number of cases performed
• Employer pay structure

W-2 vs 1099 Differences in Overtime and Call

Employment model matters.

• W-2 CRNAs: Overtime and call pay may be structured, capped, or bundled into salary
• 1099 CRNAs: Call and extra hours are often paid at higher hourly rates

1099 roles typically provide clearer compensation for additional work.

Lifestyle Trade-Offs of Call and Overtime

Higher pay often comes with increased demands.

Potential downsides include:

• Sleep disruption
• Unpredictable schedules
• Increased fatigue
• Higher burnout risk

Some CRNAs intentionally reduce call later in their careers, even if it means lower income.

When Overtime and Call Pay Are Worth It

Extra pay may be worth the trade-off if you:

• Want to accelerate debt repayment
• Are early in your career
• Prefer shorter-term income boosts
• Have schedule flexibility

Intentional use of overtime and call can be a powerful financial tool.

Where This Pay Data Comes From

The overtime and call pay ranges in this article are based on:

• Public CRNA job postings detailing call and overtime compensation
• Contract language from anesthesia groups and hospitals
• Industry reports from anesthesia staffing and locum agencies
• Aggregate comparisons with BLS nurse anesthetist wage data

Wise CRNA presents ranges, not guarantees, to reflect variation by region, facility type, and employment model.

Final Thoughts

CRNA overtime and call pay can dramatically increase total compensation — but the trade-offs are real.

Understanding how call and overtime are structured allows you to make informed decisions that balance income, health, and long-term career satisfaction.

Wise CRNA exists to help you evaluate these options with clarity and confidence.