Per Diem Rates and Meaning: FY2027 and FY2026 Guide

The phrase shows up in two places, and conflating them causes real confusion. The first meaning is the travel allowance: a company sends you to a client site for a week and pays a fixed daily amount for your hotel, food, and tips rather than auditing a stack of receipts. That is the per diem the IRS and GSA regulate, and it is the subject of nearly every rule on this page.

The second meaning is a staffing arrangement. A "per diem" nurse, physician, or substitute teacher is paid by the day or shift, with no guaranteed schedule and usually no benefits, in exchange for a higher hourly rate. There is no special tax treatment attached to per diem work itself: a per diem W-2 employee is taxed like any other employee, and a per diem 1099 contractor is taxed like any contractor. The tax planning for that crowd is about employment classification and, for travelers, the tax home rules in Section 6.

One more disambiguation: per diem is not extra pay. Done properly it is a reimbursement, a dollar-for-dollar substitute for costs you actually incurred by traveling. That framing is exactly why it can be tax-free, and exactly why "per diem" attached to a paycheck with no travel behind it is just wages wearing a costume.

GSA sets the federal rates on an October-to-September fiscal year. The FY2027 rates took effect October 1, 2026 and run through September 30, 2027. After a freeze in FY2026, the standard CONUS rate, which covers most of the country by land area, rose to $181: $113 lodging (up $3) and the same $68 M&IE. 295 non-standard areas, the big metros and resort markets, carry higher rates, and their lodging caps change month by month with hotel seasons.

The FY2026 rates still matter for anything dated January 1 through September 30, 2026: a $178 standard rate ($110 lodging plus $68 M&IE). Rates follow the date of travel, so a trip that crosses October 1 uses FY2026 caps for the nights before it and FY2027 caps from that night on.

The table below shows FY2027 rates for major business-travel cities beside the FY2026 caps they replaced, pulled from the official GSA per diem tables. M&IE tiers in non-standard areas run $74, $80, $86, and $92; the lodging columns show each locality's seasonal range.

Two mechanical notes. Lodging per diem is a cap, not an entitlement: reimbursement is for actual nights at actual cost up to the cap. And the M&IE piece follows the 75% rule on the first and last travel day, so a five-day trip at the standard rate carries $306 of M&IE, not $340.

Tracking seasonal lodging caps for 295 localities is real work, so the IRS publishes a simplification each fall. Under the high-low method for travel on or after October 1, 2026 (Notice 2026-60), an employer pays one of exactly two rates: $329 per day for travel to a published list of high-cost localities (Manhattan, San Francisco, Boston, and the other usual suspects, some only during peak season) and $230 per day for everywhere else in the continental US. Of those amounts, $86 and $74 respectively are treated as the meals portion, unchanged from last year, which matters because meals face the 50% deduction limit on the employer side.

The FY2026 high-low rates (Notice 2025-54) were $319 and $225. An employer that used the high-low method for the first nine months of 2026 must keep using it through December, but may choose either the FY2026 or the FY2027 rates for October through December, as long as it applies the same choice to every employee it reimburses under high-low.

Two specialty rates ride along in the same notice: transportation-industry workers (think DOT hours-of-service drivers) get a flat $80 CONUS / $86 OCONUS M&IE rate, and a $5 per day incidentals-only rate exists for travelers whose meals are otherwise provided. Niche, but when they apply, they are the difference between a clean reimbursement and a reconstructed mess.

Tax-free per diem runs through the accountable plan rules, and the deal is precise. The travel must have a business purpose, away from your tax home overnight. The employee must substantiate the time, place, and business purpose of each trip within a reasonable period; the per diem itself substitutes only for the dollar amounts, not for the trip records. And any advance beyond what the trip justified must be returned. Meet all three and the payment never touches the W-2: no income tax, no FICA for either side.

Break the structure and the payment is just compensation. The common failure modes: a flat monthly "travel stipend" paid with no trip documentation; per diem above the federal rate with no receipts for the excess (the overage is taxable); allowances paid for days not actually traveled; and per diem paid to someone who has no tax home to be away from, a problem so common among traveling clinicians it gets its own section below.

On the employer side of the ledger: the lodging portion of per diem is fully deductible, but the meals portion, the locality M&IE or the $86/$74 high-low meal amounts, is only 50% deductible. That split is why the IRS bothers publishing the meals breakdown at all, and why your bookkeeping should keep the two pieces in separate accounts.

Sole proprietors, single-member LLC owners, and 1099 contractors can use per diem, but only the meals half. The rule: a self-employed taxpayer may deduct the locality M&IE rate for each business travel day instead of tracking food receipts, subject to the 50% meal limitation, but lodging must always be deducted at actual cost with actual records. There is no lodging per diem for the self-employed, full stop. The high-low method is likewise employer-only.

One honesty note on that last move: an owner-employee holding more than 10% of the company is a "related" employee, and the lodging per diem is off the table for related parties too; the corporation instead reimburses actual lodging costs under the accountable plan. The M&IE shortcut still works. The planning value is real, but it is in the accountable plan structure, not in any imaginary unreceipted lodging allowance.

Everything above assumes you are traveling "away from home," and for tax purposes home means your tax home: your regular place of business, or if you have none, the place you regularly live and carry real, duplicated living costs. A traveler who gives up their home base, takes back-to-back assignments, and lives wherever the work is has no tax home. They are itinerant, every city is "home," and no per diem paid to them can be tax-free. Agencies pay stipends to itinerant workers as if this rule did not exist; the IRS assesses the back taxes as if it does.

The second trap is the one-year rule. An assignment is temporary, and travel costs deductible, only while it is realistically expected to last one year or less. Expectation controls, not the calendar: sign a 15-month contract and the assignment is indefinite from day one. Work an 8-month contract, then extend past the 12-month mark, and the tax-free treatment ends the day the expectation changed, not at month twelve. For locum tenens physicians stacking renewals at one hospital, this rule is the whole ballgame, and it is covered move-by-move in our locum tenens tax home guide.

Defending a tax home while traveling is mostly about maintaining the home base: keep the residence and its real costs, return to it between assignments, keep your license, banking, and professional ties there, and avoid letting any single distant location quietly become your principal place of work. Travelers who get this right stack tax-free per diem on top of strong contract rates; travelers who get it wrong learn about it in an exam letter three years later. The broader playbook, deductions, entity choice, multi-state filing, lives in the locum tenens tax guide, and if you want it handled rather than studied, that is what a locum tenens CPA is for.

1. The "tax-free stipend" that never had a tax home behind it.

Recruiters advertise blended pay packages where half the compensation is "tax-free stipends." The stipend is only tax-free if you maintain a genuine tax home and duplicate expenses. Take the package while crashing rent-free at a relative's address, and you have unreported wages with your name on them. The employer's paperwork does not protect you; the facts do.

2. Double dipping.

Per diem replaces the deduction for the covered costs. Receiving a tax-free M&IE allowance and then deducting meal costs for the same days, or deducting lodging an employer reimbursed, is claiming the same dollar twice. It is also one of the easiest mismatches for the IRS to spot, because the reimbursements sit in the employer's records.

3. Paying the high-cost rate for low-cost travel.

Employers sometimes pay everyone the high rate ($329 from October 1, 2026; $319 in FY2026) for simplicity. The excess over the correct locality or low rate is taxable wages unless receipts back it, and in an employment tax exam the "simplification" unwinds trip by trip. Simplicity is what the low rate ($230, or $225 in FY2026) is for.

4. Forgetting the fiscal-year seam.

GSA rates change October 1, and localities move between the high-cost and standard lists. A trip that straddles late September and early October can legitimately carry two different rates, and a policy that hard-codes last year's numbers drifts out of compliance every fall. Check the table each October; it takes five minutes.