6 templates for hospice RN, case manager, small agency, LPN, aide, and on-call roles, with the CMS Conditions of Participation, FLSA, and OSHA notes the generic templates skip. Copy or download as DOCX.
A hospice nurse provides skilled, compassionate care to terminally ill patients, focused on comfort and dignity rather than cure. Under the term hospice nurse, the role is almost always a registered nurse, and often a hospice RN case manager, because Medicare requires a designated RN to coordinate each patient's care. Hiring one well means being clear about the role, the license, and the heavy compliance context that generic templates ignore.
These six templates cover the hospice nursing team: a general hospice RN, an RN case manager, a small-agency version, an LPN or LVN, a hospice aide or CNA, and an on-call or PRN nurse. Each is ready to use, with the CMS, FLSA, and OSHA notes that no generic template includes. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
A hospice nurse is almost always a registered nurse, often an RN case manager, providing comfort-focused end-of-life care. Medicare requires a designated RN coordinator per patient, and core nursing is usually a W-2 employee role. A salaried RN is generally exempt; LPNs and aides are non-exempt. The closest federal occupation reports an RN median of $93,600. Download six templates by role.
What a Hospice Nurse Does
A hospice nurse cares for terminally ill patients with a focus on comfort, symptom relief, and dignity. The work combines hands-on clinical nursing, assessing patients, managing pain, and giving medications, with care coordination across the interdisciplinary team and deep support for families through the end-of-life process. Most care happens in patients' homes, and the role typically includes an on-call rotation.
The federal occupation is 29-1141 Registered Nurses; hospice nursing is a specialization within it, with no separate code. Under the head term, hospice nurse almost always means an RN, and often a hospice RN case manager, the designated coordinator Medicare requires. LPNs, aides, and on-call nurses round out the team. The templates here are organized by role so you can match the posting precisely.
Hospice Nurse Duties and Responsibilities
Hospice nursing duties cluster into four areas: clinical care, care coordination, patient and family support, and symptom management. A strong job description picks the responsibilities from each area that match the role and license, rather than listing every possible task.
Clinical care
Assess patients and manage pain
Administer medications and treatments
Monitor and adjust the plan of care
Care coordination
Coordinate the interdisciplinary group
Own the plan of care for a caseload
Maintain Medicare-compliant records
Patient and family
Educate families on care and what to expect
Provide emotional and comfort support
Respect dignity, privacy, and wishes
Symptom management
Manage pain and end-of-life symptoms
Support comfort and quality of life
Respond to changes and crises
For an RN case manager, the coordination and plan-of-care ownership lead; for an aide, the hands-on personal care does. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by role and license. The core structure is the same across all six, but each one emphasizes the duties, requirements, and classification that fit a specific hospice nursing role, including a version written for a small, independent agency.
Hospice RN
General registered nurse
The baseline: skilled hospice nursing, symptom management, and family support. Start here for a general hospice RN hire.
RN Case Manager
Care coordinator
The core hospice role: the designated RN who coordinates a caseload, owns the plan of care, and leads the interdisciplinary group.
Small / Independent Agency
SMB without HR
For a small Medicare-certified hospice: a high-ownership RN role with the CMS and OSHA compliance notes a small agency needs.
Hospice LPN / LVN
Under RN direction
For licensed practical or vocational nurses: routine care under RN direction. Non-exempt and overtime-eligible.
Hospice Aide / CNA
Personal care
For hands-on personal care under RN supervision, with the federal aide training requirements built in. Non-exempt.
On-Call / PRN RN
After-hours, flexible
For after-hours and as-needed coverage: an experienced RN on a per-visit or on-call basis. Non-exempt if hourly.
Match the Template to the Role
A general RN hire? Hospice RN. The designated care coordinator? RN Case Manager. A small, independent Medicare-certified agency? Small Agency. A practical or vocational nurse? Hospice LPN / LVN. Personal-care staff? Hospice Aide / CNA. After-hours coverage? On-Call / PRN RN. When in doubt, the Hospice RN or RN Case Manager version is the core of the role.
6 Hospice Nurse Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: agency and job summary, key responsibilities, qualifications, a compliance and classification note, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Hospice RN, case manager, small agency, LPN/LVN, aide/CNA, and on-call. All in one DOCX.
Template 1: Hospice Registered Nurse (RN)
The baseline: skilled hospice nursing, symptom management, and family support. Start here for a general hospice RN hire.
Hospice Registered Nurse (RN) Job Description
HOSPICE REGISTERED NURSE (RN) JOB DESCRIPTION
Agency: __
Location: __ ([City, State]; home visits / inpatient)
Reports to: __ (Director of Nursing / Clinical Manager)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Exempt if salaried (learned professional); non-exempt if hourly
Salary range: $_____ to $_____ per year
ABOUT [AGENCY NAME]
[One or two sentences about your hospice, the patients you serve, and the team the
nurse will join. Note service area, on-call expectations, and whether visits are
home-based, facility-based, or inpatient.]
JOB SUMMARY
[Agency Name] is hiring a Hospice Registered Nurse to provide skilled, compassionate
end-of-life care to terminally ill patients and support to their families. You will
assess patients, manage symptoms and pain, coordinate care with the interdisciplinary
group, and educate families. This is a clinically skilled, emotionally meaningful
role centered on comfort and dignity.
KEY RESPONSIBILITIES
•Assess patients and manage pain and symptoms
•Develop and update the plan of care with the interdisciplinary group
•Administer medications and treatments per physician orders
•Educate patients and families on care, medications, and what to expect
•Document accurately and meet Medicare and agency requirements
•Coordinate care with physicians, aides, social workers, and chaplains
•Provide emotional support to patients and families
•Participate in on-call rotation as scheduled
REQUIRED QUALIFICATIONS
•Active, unrestricted RN license in [state] (BSN preferred)
•[1+ years] of nursing experience; hospice or home health a plus
•Strong assessment, symptom-management, and communication skills
•Compassion, emotional resilience, and family-centered care
•Valid driver's license and reliable transportation for home visits
•[CHPN (Certified Hospice and Palliative Nurse) preferred]
COMPLIANCE AND CLASSIFICATION (read before posting)
A Medicare-certified hospice must designate an RN to coordinate each patient's care
under the CMS Conditions of Participation. A salaried RN is generally exempt under
the FLSA learned professional exemption; an hourly RN is non-exempt and overtime-
eligible. The role is covered by the OSHA Bloodborne Pathogens standard. This is
general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
Benefits: __
To apply, send your resume and license details to __ by _.
[Agency Name] is an equal opportunity employer.
Template 2: Hospice RN Case Manager
The core hospice role: the designated RN who coordinates a caseload, owns the plan of care, and leads the interdisciplinary group. Use this for the central nursing position.
Hospice RN Case Manager Job Description
HOSPICE RN CASE MANAGER JOB DESCRIPTION
Agency: __
Location: __ ([City, State])
Reports to: __ (Director of Nursing / Clinical Manager)
Employment type: [ ] Full-time
FLSA status: Exempt if salaried (learned professional); non-exempt if hourly
Salary range: $_____ to $_____ per year
JOB SUMMARY
[Agency Name] is hiring a Hospice RN Case Manager to coordinate and manage care for
a caseload of hospice patients. As the designated care coordinator, you will own the
plan of care, lead the interdisciplinary group for your patients, manage symptoms,
and ensure care meets Medicare requirements. This is the central nursing role in a
hospice, combining hands-on care with care coordination.
KEY RESPONSIBILITIES
•Coordinate all care for an assigned caseload of patients
•Serve as the designated RN coordinator under the plan of care
•Lead and update the interdisciplinary plan of care on schedule
•Assess patients, manage pain and symptoms, and adjust care
•Supervise hospice aides and direct LPN/LVN care
•Educate and support patients and families
•Maintain Medicare-compliant documentation
•Participate in on-call rotation as scheduled
REQUIRED QUALIFICATIONS
•Active, unrestricted RN license in [state] (BSN preferred)
•[1 to 2+ years] of nursing experience; hospice or home health preferred
•Case management or care coordination experience a plus
•Strong leadership, organization, and documentation skills
•Valid driver's license and reliable transportation
•[CHPN preferred]
COMPLIANCE AND CLASSIFICATION (read before posting)
Medicare requires a hospice to designate an RN to coordinate each patient's care and
to review the plan of care on a set schedule, which makes the RN case manager central
to compliance. A salaried RN is generally exempt under the FLSA learned professional
exemption; an hourly RN is non-exempt. OSHA Bloodborne Pathogens applies. This is
general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
To apply, send your resume and license details to __ by _.
[Agency Name] is an equal opportunity employer.
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For a small Medicare-certified hospice: a high-ownership RN role with the CMS and OSHA compliance notes a small agency needs. Use this when the owner or administrator is hiring.
Reports to: Owner / Administrator / Director of Nursing
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Exempt if salaried (learned professional); non-exempt if hourly
Salary range: $_____ to $_____ per year
JOB SUMMARY
[Agency Name] is a small, independent Medicare-certified hospice hiring a Registered
Nurse to provide and help coordinate patient care. In a small agency you will wear
several hats: direct patient care, care coordination, family support, and helping the
team stay compliant. This is a high-ownership clinical role for an RN who values
close patient relationships and a small, mission-driven team.
KEY RESPONSIBILITIES
•Provide skilled nursing care and manage symptoms and pain
•Coordinate care as the designated RN for assigned patients
•Develop and update the plan of care with the interdisciplinary group
•Educate and support patients and families
•Keep Medicare-compliant documentation and records
•Help maintain agency compliance with care standards
•Work closely with the owner or administrator
•Participate in on-call rotation as scheduled
REQUIRED QUALIFICATIONS
•Active, unrestricted RN license in [state] (BSN preferred)
•Nursing experience; hospice or home health strongly preferred
•Self-directed and comfortable in a small-team setting
•Strong assessment, communication, and documentation skills
•Valid driver's license and reliable transportation
•[CHPN preferred]
COMPLIANCE NOTE FOR A SMALL AGENCY (read before posting)
A small Medicare-certified hospice carries the full CMS Conditions of Participation
even without an HR department: a designated RN coordinator per patient, core nursing
provided directly by hospice staff, scheduled plan-of-care review, and OSHA Bloodborne
Pathogens compliance including an exposure control plan, training, and a Hepatitis B
vaccine offer. Build these into hiring and onboarding from day one. This is general
information, not legal advice.
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
To apply, send your resume and license details to __ by _.
[Agency Name] is an equal opportunity employer.
Template 4: Hospice LPN / LVN
For licensed practical or vocational nurses: routine hospice care under RN direction. Non-exempt and overtime-eligible. Use this for bedside nursing support.
Hospice LPN / LVN Job Description
HOSPICE LPN / LVN JOB DESCRIPTION
Agency: __
Location: __ ([City, State])
Reports to: RN Case Manager / Director of Nursing
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Non-exempt (overtime-eligible)
Pay range: $_ to $_ per hour
JOB SUMMARY
[Agency Name] is hiring a Licensed Practical / Vocational Nurse to provide hands-on
hospice care under the direction of an RN. You will deliver routine nursing care,
monitor patients, administer medications within your scope, and report changes to the
RN. This is a vital bedside role supporting comfort and dignity for hospice patients.
KEY RESPONSIBILITIES
•Provide routine nursing care under RN direction
•Monitor patients and report changes to the RN case manager
•Administer medications and treatments within LPN/LVN scope
•Assist with symptom and comfort management
•Support patients and families with compassion
•Document care accurately per agency and Medicare requirements
•Follow the RN-directed plan of care
•Participate in scheduled visits and on-call as assigned
REQUIRED QUALIFICATIONS
•Active, unrestricted LPN or LVN license in [state]
•[Nursing experience; hospice or home health a plus]
•Works well under RN direction and within scope
•Compassion, reliability, and clear communication
•Valid driver's license and reliable transportation
•[CHPLN (palliative LPN certification) a plus]
CLASSIFICATION (read before posting)
LPNs and LVNs are non-exempt and overtime-eligible under the FLSA, since the role
does not meet the learned professional exemption that can apply to RNs. The role is
covered by the OSHA Bloodborne Pathogens standard. This is general information, not
legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_ to $_ per hour
To apply, send your resume and license details to __ by _.
[Agency Name] is an equal opportunity employer.
Template 5: Hospice Aide / CNA
For hands-on personal care under RN supervision, with the federal aide training requirements built in. Non-exempt. Use this for comfort and personal-care staff.
Hospice Aide / CNA Job Description
HOSPICE AIDE / CNA JOB DESCRIPTION
Agency: __
Location: __ ([City, State])
Reports to: RN Case Manager
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Non-exempt (overtime-eligible)
Pay range: $_ to $_ per hour
JOB SUMMARY
[Agency Name] is hiring a Hospice Aide to provide personal care and comfort to
terminally ill patients under RN supervision. You will help patients with bathing,
grooming, mobility, and daily activities, and offer the gentle, respectful presence
that means so much at end of life. This is a hands-on, deeply human caregiving role.
KEY RESPONSIBILITIES
•Help patients with bathing, grooming, dressing, and hygiene
•Assist with mobility, positioning, and daily activities
•Provide comfort care and a calm, respectful presence
•Observe and report changes to the supervising RN
•Follow the aide care plan and assignment
•Support light tasks that keep patients comfortable
•Respect patient dignity, privacy, and family wishes
•Document care per agency requirements
REQUIRED QUALIFICATIONS
•Completed required hospice aide training and competency evaluation
•[CNA certification where required by state]
•Compassion, patience, and physical ability for hands-on care
•Reliable and comfortable working in patients' homes
•Valid driver's license and reliable transportation
•[CHPNA (palliative aide certification) a plus]
TRAINING AND COMPLIANCE NOTE (read before posting)
Hospice aides have specific federal training requirements: a combined classroom and
supervised practical training program, a competency evaluation, RN supervision at the
required interval, and ongoing in-service training. The role is non-exempt and covered
by the OSHA Bloodborne Pathogens standard. Plan training and the Hepatitis B vaccine
offer into onboarding. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_ to $_ per hour
To apply, send your resume to __ by _.
[Agency Name] is an equal opportunity employer.
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For after-hours and as-needed coverage: an experienced RN on a per-visit or on-call basis. Non-exempt if hourly. Use this for evening, overnight, and weekend support.
On-Call / PRN Hospice Nurse (RN) Job Description
ON-CALL / PRN HOSPICE NURSE (RN) JOB DESCRIPTION
Agency: __
Location: __ ([City, State])
Reports to: Director of Nursing / Clinical Manager
FLSA status: Non-exempt if hourly/per-visit (overtime-eligible)
Pay: $_ per [hour / visit]; on-call differential $_
JOB SUMMARY
[Agency Name] is hiring an On-Call / PRN Hospice RN to provide after-hours and
as-needed nursing care to hospice patients and families. You will respond to calls,
make visits, manage urgent symptoms, and provide reassurance when patients and
families need it most, outside regular hours. This role is ideal for an experienced
RN who wants flexible scheduling.
KEY RESPONSIBILITIES
•Respond to after-hours calls and triage patient needs
•Make urgent and scheduled home or facility visits
•Manage acute symptoms and provide comfort care
•Support families through crises and end-of-life events
•Coordinate with the day team and document care
•Follow the established plan of care
•Provide compassionate, calm support under pressure
•Cover on-call rotation as scheduled
REQUIRED QUALIFICATIONS
•Active, unrestricted RN license in [state]
•Hospice, home health, or acute-care experience preferred
•Strong independent judgment and crisis-calm temperament
•Availability for evening, overnight, weekend, or holiday coverage
•Valid driver's license and reliable transportation
•[CHPN preferred]
CLASSIFICATION (read before posting)
An RN paid hourly or per-visit is non-exempt and overtime-eligible under the FLSA.
On-call and PRN nurses may be employees rather than contractors, since Medicare
generally requires core hospice nursing to be provided by hospice staff directly.
OSHA Bloodborne Pathogens applies. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay: $_ per [hour / visit]; on-call differential $_
To apply, send your resume and license details to __ by _.
[Agency Name] is an equal opportunity employer.
CMS, FLSA, and OSHA Compliance
This is the part the generic templates skip, and for a hospice it is the part that matters most: the Medicare rules that shape the role, the FLSA classification that differs by role, and the OSHA requirements. Getting these right protects your agency and your patients.
Medicare Conditions of Participation shape the whole role
The biggest thing generic templates miss is that a Medicare-certified hospice operates under the CMS Conditions of Participation, and they directly shape the nursing role. The hospice must designate a registered nurse to coordinate each patient's care as part of the interdisciplinary group, and the plan of care must be reviewed on a set schedule. Core services, including nursing, must generally be provided directly by hospice employees rather than contractors, which is a strong reason hospice RNs are usually W-2 employees. A small agency carries these same obligations as a large one. Build them into the job description and the hiring process from the start. This is general information, not legal advice.
RN, LPN, and aide are classified differently under the FLSA
Classification depends on the role and how it is paid. A registered nurse paid on a salary basis is generally exempt under the learned professional exemption, but an RN paid hourly is non-exempt and entitled to overtime. LPNs and LVNs are almost always non-exempt regardless of pay, because the role does not require the advanced academic degree the learned professional exemption depends on. Hospice aides and CNAs are non-exempt as well. So a single hospice can have exempt salaried RNs and non-exempt hourly LPNs and aides side by side. Get the classification right for each role rather than assuming all clinical staff are treated the same. This is general information, not legal advice.
OSHA, aide training, and onboarding are where compliance gets handled
Hospice nursing is covered by the OSHA Bloodborne Pathogens standard, which requires a written exposure control plan, training at hire and annually, personal protective equipment, and a Hepatitis B vaccine offered at no cost shortly after assignment, with training records kept for the required period. Hospice aides have specific federal training and competency requirements and ongoing RN supervision. For a small agency without an HR department, this is exactly where FirstHR fits: e-signature for the offer letter and license and certification verification, document management for CMS files like licenses, competency evaluations, and bloodborne pathogen training records, and an onboarding workflow for the vaccine offer, training, and I-9. FirstHR is an onboarding and HR platform, not a clinical or hospice care system, and it does not run payroll or administer benefits. Applicant tracking is coming soon.
Medicare Requires a Designated RN Coordinator
Under the CMS Conditions of Participation, a hospice must designate a registered nurse to coordinate each patient's care as part of the interdisciplinary group (42 CFR 418.56), and the role is covered by the OSHA Bloodborne Pathogens standard (29 CFR 1910.1030), which requires training, PPE, and a Hepatitis B vaccine offer.
Hospice nursing roles start from an active state license and the right scope for the role, with certifications and experience scaled accordingly. List certifications as preferred fields rather than hard requirements.
Requirement
What to look for
RN license
Active, unrestricted state RN license; BSN often preferred
LPN / aide
State LPN or LVN license; aide training and competency evaluation
Hospice nurse pay tracks registered nurse pay, which is strong and varies by state, experience, and role. Use the federal RN figure as a baseline, then adjust for your market and the specific role.
RN Median $93,600 (BLS)
Registered nurses had a median annual wage of $93,600 in May 2024, with the lowest 10 percent under $66,030 and the highest 10 percent over $135,320 (U.S. Bureau of Labor Statistics). Licensed practical and vocational nurses had a median of $62,340. Hospice-specific compensation surveys tend to center somewhat below the all-RN median.
RN employment is projected to grow about 5 percent from 2024 to 2034, faster than average, with roughly 189,100 openings a year, and demand for end-of-life care is rising with an aging population. Pay runs higher in western and northeastern states. Because hourly RN, LPN, and aide roles are non-exempt, post those as hourly ranges and budget for overtime.
Hiring for a Small Hospice Agency
Most hospice care in the United States is delivered by freestanding agencies, and structurally a large share of them are small and independent. A small, Medicare-certified hospice carries the full weight of the Conditions of Participation but often has no HR department, so the owner, administrator, or director of nursing handles hiring, license verification, and compliance by hand. That is exactly the situation the small-agency template on this page is written for.
The practical reality is that the compliance does not scale down with the agency. A 20-person hospice owes its patients the same designated RN coordinator, the same direct provision of core nursing, the same plan-of-care review schedule, and the same OSHA bloodborne pathogen protections as a large chain. The advantage a small agency has is that it is simpler to set up a clean, repeatable hiring and onboarding process once and keep it current, which is what a structured system is for. For broader guidance on hiring with a small team, the small business hiring guide is a useful companion.
From Hiring to Onboarding
The job description is step one. Once a nurse accepts, a hospice hire involves more compliance than most roles: license verification, OSHA training, the Hepatitis B vaccine offer, and for aides, federal training and a competency evaluation, all documented and kept on file.
Send the offer
Confirm the role, pay, exempt or non-exempt status, and start date in writing. An offer letter template makes this fast for a clinical hire.
Verify license and certification
Confirm the active state RN, LPN, or aide credential and any CHPN certification, with verification forms signed and on file.
Handle OSHA and the vaccine offer
Provide bloodborne pathogen training and the Hepatitis B vaccine offer at no cost within the required window, documented.
Complete required training
For aides, complete the federal training and competency evaluation; for all staff, orient to the plan-of-care process and store records.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, license and certification verification, e-signatures, document management for CMS files, and an onboarding workflow in one place so a small hospice can manage the full compliant process from one system. FirstHR is an onboarding and HR platform, not a clinical or hospice care system, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
Under the term hospice nurse, the role is almost always a registered nurse, often a hospice RN case manager.
Use the template that matches the role: hospice RN, case manager, small agency, LPN/LVN, aide/CNA, or on-call.
Medicare requires a designated RN to coordinate each patient's care, and core nursing is usually a W-2 employee role.
A salaried RN is generally exempt under the FLSA; LPNs, LVNs, and aides are non-exempt and overtime-eligible.
A small Medicare-certified hospice carries the full CMS and OSHA compliance even without an HR department.
Use BLS data as a baseline: registered nurses report a median near $93,600 and LPNs near $62,340.
Frequently Asked Questions
What does a hospice nurse do?
A hospice nurse provides skilled, compassionate care to terminally ill patients, focused on comfort, dignity, and quality of life rather than cure. Day to day, that means assessing patients, managing pain and symptoms, administering medications and treatments, and updating the plan of care. A hospice nurse also coordinates with the interdisciplinary group of physicians, aides, social workers, and chaplains, educates families on what to expect and how to care for their loved one, and provides emotional support through the end-of-life process. Most hospice nursing happens in patients' homes, though some is in facilities or inpatient units, and the role usually includes an on-call rotation. The work is clinically skilled and emotionally demanding, centered on helping patients and families through one of life's hardest passages. This is general information, not legal advice.
Is a hospice nurse an RN or an LPN?
Under the term hospice nurse, the role is almost always a registered nurse (RN), and often specifically a hospice RN case manager. Medicare requires a hospice to designate an RN to coordinate each patient's care, which makes the RN the central nursing role. Licensed practical and vocational nurses (LPNs and LVNs) also work in hospice, but they provide care under the direction of an RN and within a narrower scope, rather than coordinating care. Hospice aides and CNAs provide personal care under RN supervision. So a hospice nursing team typically includes RNs who lead and coordinate, LPNs who provide hands-on care under direction, and aides who handle personal care. This page includes separate templates for each. This is general information, not legal advice.
What is a hospice RN case manager?
A hospice RN case manager is the registered nurse responsible for coordinating all care for an assigned caseload of hospice patients. This is the core hospice nursing role, because Medicare requires the hospice to designate an RN to coordinate each patient's care as part of the interdisciplinary group, and to keep the plan of care current on a set review schedule. The case manager assesses patients, manages symptoms, leads the plan of care, supervises aides, directs LPN care, educates families, and maintains compliant documentation. The role combines hands-on clinical nursing with care coordination and light supervision. When a job posting says hospice nurse, it very often means this RN case manager role specifically. This is general information, not legal advice.
Are hospice nurses W-2 employees or 1099 contractors?
Hospice RNs providing core nursing care are usually W-2 employees, not contractors. The reason is regulatory: Medicare generally requires that core hospice services, including nursing, be provided directly by hospice employees rather than contracted out, with limited exceptions such as a waiver available to agencies in certain non-urban areas. This makes the employment relationship the norm for core nursing roles. Per-visit or on-call PRN nurses are sometimes engaged on a contract basis, but even then many hospices keep them as employees to stay clearly within the rule. For hiring purposes, plan for a W-2 onboarding for your core nursing staff, with offer letters, license verification, and compliant records. This is general information, not legal advice.
Is a hospice nurse exempt or non-exempt under the FLSA?
It depends on the role and how the nurse is paid. A registered nurse paid on a salary basis at or above the federal threshold is generally exempt under the FLSA learned professional exemption, because nursing requires advanced, specialized knowledge. However, an RN paid on an hourly basis is non-exempt and entitled to overtime. LPNs and LVNs are almost always non-exempt regardless of how they are paid, because the role does not require the advanced academic degree the learned professional exemption depends on, and hospice aides and CNAs are non-exempt as well. So a hospice can have exempt salaried RNs alongside non-exempt hourly LPNs and aides. Classify each role based on its actual duties and pay. This is general information, not legal advice.
What qualifications and certifications does a hospice nurse need?
A hospice RN needs an active, unrestricted state RN license, with a BSN often preferred, and ideally some nursing experience, with hospice or home health experience valued. A valid driver's license and reliable transportation are usually required because most care happens in patients' homes. The specialty certification is the CHPN, Certified Hospice and Palliative Nurse, which is preferred rather than required and calls for an active RN license plus a minimum number of hours of hospice or palliative practice. Parallel certifications exist for other roles: CHPLN for LPNs, CHPNA for aides, and CHPPN for pediatric. LPNs and LVNs need their state license, and hospice aides must complete specific federal training and a competency evaluation. List certifications as preferred fields rather than hard requirements. This is general information, not legal advice.
How much does a hospice nurse make?
Hospice nurse pay tracks registered nurse pay, which is strong. The U.S. Bureau of Labor Statistics reported a median annual wage for registered nurses of $93,600 in May 2024, with the lowest 10 percent under $66,030 and the highest 10 percent over $135,320. Hospice-specific estimates from compensation surveys tend to run somewhat lower than the all-RN median, often centering in the high $80,000s, with wide variation by state and experience. LPNs and LVNs earn less, with a median around $62,340, and hospice aides less still. Pay varies significantly by geography, with western and northeastern states generally higher. Benchmark to your state and the specific role, and post a competitive range. This is general information, not legal advice.
What should a hospice nurse job description include?
A strong hospice nurse job description names the role clearly up front, whether RN, RN case manager, LPN, aide, or on-call, and includes a short agency summary, a job summary that makes the comfort-focused, end-of-life nature of the work clear, and responsibilities grouped into clinical care, care coordination, patient and family support, and symptom management. It should state license and certification requirements, the on-call expectation, and the need for reliable transportation for home visits. Crucially, and unlike generic templates, it should address the compliance context: the Medicare Conditions of Participation that shape the RN coordinator role, the FLSA classification that differs between RN, LPN, and aide, and OSHA bloodborne pathogen requirements. Close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
