Staff endoscopy nurses in the United States typically earn between $80,000 and $110,000 per year, with a national average near $85,000–$95,000 depending on the data source and year. That range sits above the national RN median – the Bureau of Labor Statistics reports a mean annual wage of $101,420 for all registered nurses (SOC 29-1141, May 2025), but the endoscopy specialty commands a procedural skill premium at many institutions. Travel endoscopy nurses earn considerably more, with weekly packages averaging $2,200–$2,400 in current market conditions.
Location drives more of the salary gap than any other single factor. An endoscopy RN in California can earn $130,000 or more annually; the same role in a rural Southern state may pay $65,000–$75,000. CGRN certification, experience level, and work setting layer additional variation on top of that geographic baseline.
National average salary
The BLS does not break out endoscopy nursing as a separate occupational category. GI lab nurses are counted within SOC 29-1141 (Registered Nurses), alongside floor nurses, ICU nurses, and every other RN specialty. The BLS national RN mean annual wage of $101,420 (May 2025) is therefore the most authoritative baseline, but it reflects the full RN workforce rather than the endoscopy specialty specifically.
Specialty-focused salary aggregators narrow the picture:
- Glassdoor reports an average Endoscopy RN salary of approximately $95,657 per year, with the 25th–75th percentile range running $84,228–$109,105
- Vivian Health reports a staff endoscopy RN hourly average near $45/hour, roughly 6% below the overall RN nursing average – reflecting the outpatient Monday-through-Friday schedule that eliminates night and weekend differentials most floor nurses collect
- Indeed reports a weekly average of approximately $2,247 for endoscopy RNs, based on a large sample of salary data
- Salary.com places the median GI Lab RN salary near $86,644 annually (mid-2025 data), with a range of $78,569–$96,374
The spread across these sources reflects differences in data methodology, recency, and whether the figure represents base pay alone or total compensation. When comparing offers, confirm what the hourly or annual figure includes – base rate, shift differentials, and call pay can vary significantly between a hospital-based GI lab and an outpatient ASC role.
Salary by experience level
Experience has a predictable impact on endoscopy nurse pay. The following estimates are drawn from aggregate salary data across multiple sources and reflect base pay before differentials.
| Experience level | Estimated annual base pay | Notes |
|---|---|---|
| New to GI (0–2 years) | $68,000–$82,000 | Transitioning from floor; building procedural competency |
| Mid-career (3–7 years) | $82,000–$98,000 | Independent in all room types; eligible for charge roles |
| Experienced (8+ years) | $95,000–$115,000 | Leadership roles, ERCP specialist, educator positions |
| CGRN-certified | $5,000–$10,000 above base | Certification premium varies by employer; some pay lump sum |
The jump from new-to-GI to mid-career reflects both time-in-specialty and the widening scope of responsibilities. A nurse who has been in the GI lab for 5 years can independently manage any room type, run call efficiently, and absorb complex ERCP or EUS cases – skills that are reflected in pay, particularly at academic medical centers.
Salary by state
BLS SOC 29-1141 state-level mean annual wage data (May 2025). Endoscopy nurses in each state typically earn within 5–15% of the state RN mean, depending on setting and experience. The absence of night and weekend differentials in most outpatient GI settings means total compensation for endoscopy nurses may track slightly below the state RN mean for nurses moving from hospital inpatient settings with heavy differential income.
| State | State RN mean annual wage | State RN mean hourly |
|---|---|---|
| California | $148,330 | $71.31 |
| Hawaii | $123,720 | $59.48 |
| Oregon | $120,470 | $57.92 |
| Washington | $115,740 | $55.64 |
| Massachusetts | $112,610 | $54.14 |
| Alaska | $112,040 | $53.86 |
| New York | $110,490 | $53.12 |
| New Jersey | $106,990 | $51.44 |
| Connecticut | $103,670 | $49.84 |
| Nevada | $102,280 | $49.17 |
| Maryland | $96,650 | $46.46 |
| Illinois | $91,130 | $43.81 |
| Texas | $91,690 | $44.08 |
| Virginia | $90,930 | $43.72 |
| Florida | $88,200 | $42.40 |
Source: BLS OEWS May 2025, SOC 29-1141 (Registered Nurses). State RN wages include all specialties and settings. Endoscopy-specific state data is not published separately by BLS.
California stands out at both ends of the conversation – the highest state RN wages in the country and a large outpatient ASC market driving significant demand for GI lab nurses. Hawaii’s high nominal wages shrink substantially after cost-of-living adjustment. For nurses focused on purchasing power rather than nominal salary, Oregon, Washington, and Minnesota consistently perform well on cost-adjusted analyses.
For a full comparison of RN salaries across all states, see our RN salary guide.
Impact of CGRN certification
CGRN certification from the American Board of Certification for Gastroenterology Nurses (ABCGN) has a measurable salary impact at most institutions. The premium varies by employer type:
Hospital systems: Many Magnet-designated and larger hospital systems pay a certification differential – typically $1–$3 per hour or a lump sum of $1,000–$3,000 annually. At $2/hr applied to a full-time 36–40 hour weekly schedule, CGRN adds approximately $3,700–$4,200 per year to base pay, which covers the exam fee in the first year and compounds from there.
Outpatient ASCs and GI practices: Certification premiums are less standardized outside hospital systems, but CGRN certification strengthens your negotiating position at offer time and is often listed as a preferred or required qualification for charge nurse and manager roles that carry higher base pay.
Career access: The salary impact of CGRN is not only direct (certification differential) but indirect. GI lab charge nurse roles – which typically pay $2–$4/hr above staff RN rate – commonly require or strongly prefer CGRN. Leadership and educator roles at higher pay grades generally list CGRN as a minimum. Over a career, the credential’s access effect on earnings exceeds the direct certification differential.
Many employers reimburse the CGRN exam fee ($430 for SGNA members, $520 for non-members in 2026) and renewal costs. Check your employer’s tuition and certification reimbursement policy before applying – most hospitals and larger GI groups cover it.
For a full overview of CGRN requirements and eligibility, see our how to become an endoscopy nurse guide.
Hospital vs outpatient vs travel
Work setting has a larger impact on total compensation than many nurses expect when transitioning into endoscopy – and the effect cuts in multiple directions.
Hospital-based GI lab: Highest base pay in most markets, access to hospital system benefits (pension, tuition reimbursement, richer health coverage), and potential call pay if your lab has emergency coverage requirements. Some hospital GI labs require weekend or evening call for urgent procedures; call pay adds to total compensation. Hospital union coverage is more common, particularly in California, New York, and Massachusetts.
Outpatient ASC: Typically Monday through Friday, 7 AM–5 PM schedule with no nights, no weekends, and no call. The schedule predictability is a major quality-of-life benefit. The tradeoff: base pay at outpatient ASCs is often slightly lower than hospital equivalents in the same market, and benefits packages tend to be thinner. No shift differentials, which can represent a significant reduction in total compensation for nurses moving from inpatient settings where they collected night and weekend premiums.
Private GI practice with procedure suite: Similar to ASC in schedule and setting, often smaller in volume. Pay varies widely by practice size and geographic market.
Travel endoscopy nursing: Travel GI lab nurses are in consistent demand. Current (2025–2026) market data from Vivian Health and AMN Healthcare shows travel endoscopy RN weekly packages averaging $2,200–$2,400, with higher-demand markets pushing rates toward $3,000+ per week. AMN Healthcare lists travel endoscopy RN positions up to $3,094 weekly.
The travel rate includes a lower taxable base wage plus tax-free housing and meal stipends (non-taxable if you maintain a qualifying tax home). The actual annual income from travel endoscopy nursing – $100,000–$130,000 is a reasonable range in current conditions – is substantially above staff nurse rates in most markets. For a full breakdown of travel nursing compensation structure, see our travel nurse salary guide.
Highest-paying cities
Metropolitan area wages for RNs (and by extension endoscopy nurses) track closely with overall RN state wages, since urban areas drive state averages. The highest-paying metro areas for RNs nationally include San Jose–Sunnyvale–Santa Clara (CA), San Francisco–Oakland–Hayward (CA), Vallejo–Fairfield (CA), Seattle–Tacoma–Bellevue (WA), and the Boston–Cambridge–Nashua area (MA/NH).
BLS publishes metro-area occupational wage data through its OEWS program. For endoscopy nurses in high-cost urban markets, total compensation frequently exceeds $120,000–$140,000 annually when hospital base pay, shift differentials, and certification bonuses combine – particularly in California metropolitan areas where RN wages are structurally higher and union contracts are more common.
Benefits and total compensation
Base salary and hourly rate understate total compensation for endoscopy nurses working in hospital systems. Key benefit components:
Shift differentials: Hospital-based GI labs with call coverage pay call differentials (typically $3–$6/hr on standby, higher if called in). Labs without call pay no differentials, which reduces total compensation relative to a floor nursing role at the same base rate.
Tuition reimbursement: Most large hospital systems offer $3,000–$10,000 annually in tuition reimbursement. For nurses completing RN-to-BSN programs or graduate degrees, this is material.
CGRN exam reimbursement: As noted above, many employers cover the exam fee ($430–$520) and renewal costs. This is worth confirming at hire.
Retirement matching: Hospital systems typically offer 403(b) plans with 3–6% employer match. Outpatient ASCs and smaller GI practices vary significantly – some offer no retirement plan at all.
Health and disability insurance: Hospital system benefit packages are generally richer than those at independent outpatient centers. Factor this in when evaluating compensation across settings.
How to increase your salary
Earn CGRN certification: The most direct and reliable salary lever available to a GI lab nurse. Pursue it as soon as you meet the 2-year eligibility requirement.
Move into a charge nurse role: Charge differentials of $2–$4/hr are common. At full-time hours, that is $3,700–$7,400 in additional annual income on top of any base pay increase associated with the role.
Specialize in ERCP and advanced endoscopy: ERCP-specialist nurses are in shorter supply than general endoscopy nurses. Facilities running high volumes of ERCP and EUS will pay a premium for nurses who are proficient in those rooms. Seek out ERCP cases deliberately during your first years in GI.
Consider travel nursing: If schedule flexibility is feasible, travel endoscopy contracts are among the strongest income-generating options available to GI lab nurses. Even one 13-week contract per year can substantially increase annual earnings.
Time salary negotiations strategically: The optimal point to negotiate is at the offer stage for a new position – not at annual review. If you have CGRN, relevant years of experience, and ERCP skills, you have genuine leverage. Use it.
Relocate if the differential is large enough: The gap between a Florida endoscopy nurse at $75,000 and a California GI lab nurse at $130,000 is not erased by cost of living – particularly when California’s union coverage, overtime laws, and RN-to-patient ratio protections are factored in. If maximizing compensation is a primary goal, the Pacific Coast and parts of New England represent structurally better markets.
For context on related specialty pay, see our how to become a dialysis nurse guide and the dialysis nurse salary data.
Frequently asked questions
Do endoscopy nurses make more than floor nurses?
It depends on the setting comparison. A hospital-based endoscopy RN and a hospital-based med-surg RN with the same experience often earn similar base pay at the same institution. The endoscopy nurse’s total compensation may be lower if they work days with no differentials, while the floor nurse collects night and weekend premiums. In outpatient ASCs, endoscopy nurses give up differentials entirely. However, the GI lab schedule (Monday–Friday days) provides a work-life benefit that many nurses value above marginal pay differences.
What is the highest-paying state for endoscopy nurses?
California, based on BLS state RN wage data and endoscopy-specific salary aggregator data. California’s RN mean annual wage of $148,330 reflects the state’s combination of high cost of living, strong union coverage, favorable overtime laws (daily overtime kicks in after 8 hours), and nurse-to-patient ratio regulations. For endoscopy nurses specifically, San Francisco and Los Angeles market rates for GI lab RNs are among the highest in the country.
Does CGRN certification increase salary?
At most hospital systems, yes – directly through certification differentials ($1–$3/hr or equivalent lump sum) and indirectly through access to higher-paying charge nurse and leadership roles that require the credential. For nurses in outpatient settings, the direct differential may not be formalized, but CGRN strengthens negotiating position and broadens career options.
How do travel endoscopy nurse salaries compare to staff positions?
Travel endoscopy nurses typically earn 30–60% more than staff positions in total package terms. Current market rates of $2,200–$2,400 per week equate to approximately $114,000–$124,800 annually (52 weeks), compared to a staff average of $85,000–$95,000. The tradeoff includes 13-week contract periods with location flexibility requirements, no guaranteed employment between contracts, and self-managed benefits. See our travel nurse salary guide for the full compensation structure.