CRNA W-2 vs 1099 Salary: Which Pays More?
Learn the real differences between CRNA W-2 and 1099 salary, including taxes, benefits, and take-home pay, so you can choose the best model for your career.
One of the biggest financial decisions a Certified Registered Nurse Anesthetist (CRNA) will make is choosing between W-2 employment and 1099 independent contracting.
At first glance, 1099 CRNA roles often appear to pay significantly more. But higher hourly rates don’t always mean higher take-home income.
In this guide, we break down CRNA W-2 vs 1099 salary, explain the true financial differences, and help you decide which model may be best for your career and lifestyle.
What Is a W-2 CRNA?
A W-2 CRNA is a traditional employee of a hospital, anesthesia group, or healthcare organization.
In this model, your employer:
- Withholds taxes
- Provides benefits
- Sets your schedule and call requirements
W-2 positions often appeal to CRNAs who value stability, predictable income, and reduced administrative responsibility.
What Is a 1099 CRNA?
A 1099 CRNA works as an independent contractor, often through locum tenens or direct contracts with facilities.
As a 1099 CRNA, you are responsible for:
- Paying your own taxes
- Securing benefits and insurance
- Managing business expenses
In exchange, 1099 CRNAs typically receive higher hourly rates and greater control over their schedules.
CRNA W-2 vs 1099 Salary: Realistic Examples
While pay varies by location and demand, these examples illustrate common differences.
W-2 CRNA Example:
Annual salary: $210,000–$240,000
Includes benefits, paid time off, and employer-paid payroll taxes.
1099 CRNA Example:
Gross income: $260,000–$320,000+
Higher hourly rate, but taxes, benefits, and time off are self-managed.
The gap looks large at first — but gross income is not the same as net income.
Why 1099 CRNAs Often Earn More on Paper
Several factors drive higher gross pay for 1099 CRNAs:
- No employer-paid benefits
- Increased demand for short-term coverage
- Willingness to take call or rural assignments
- Independent practice settings
Facilities pay more to contractors to compensate for flexibility and reduced long-term commitment.
Taxes: The Biggest Difference Between W-2 and 1099
Taxes are often the deciding factor.
W-2 CRNAs:
- Pay payroll taxes split with employer
- Have taxes withheld automatically
- Receive W-2 tax forms
1099 CRNAs:
- Pay full self-employment taxes
- Make quarterly estimated tax payments
- Can deduct legitimate business expenses
With proper planning, 1099 CRNAs may reduce taxable income significantly — but poor planning can erase the pay advantage.
Benefits and Lifestyle Considerations
W-2 CRNAs often receive:
- Health insurance
- Retirement matching
- Paid vacation and sick time
- Predictable schedules
1099 CRNAs often gain:
- Schedule flexibility
- Location freedom
- Income scalability
- Control over time off
There is no universally “better” option — only what aligns with your priorities.
Which Is Better for You?
A W-2 role may be ideal if you value:
- Stability
- Benefits
- Minimal administrative work
A 1099 role may be ideal if you value:
- Income maximization
- Flexibility
- Autonomy
- Willingness to manage finances proactively
Many CRNAs transition between both models at different stages of their careers.
Estimate Your Take-Home Pay Accurately
Comparing W-2 vs 1099 income requires more than looking at hourly rates.
Wise CRNA is building tools that help you:
- Compare net income after taxes
- Factor in benefits and expenses
- Model different work schedules
- Make confident financial decisions
Final Thoughts
CRNA W-2 vs 1099 salary comparisons are not about which pays more — they are about which works better for your life.
Understanding the true financial picture gives you leverage, clarity, and long-term control over your career.
Wise CRNA exists to help you make those decisions wisely.
