Signing your first associate chiropractic contract is exciting — and intimidating. For many chiropractic students and chiropractic associates, it’s the first time legal language stands between enthusiasm and reality.
Contracts don’t have to be “bad” to be risky. Most problems don’t come from one outrageous clause — they come from patterns of imbalance, vagueness, and protection that only flows in one direction.
Below are some common associate chiropractic contract red flags, including what to look for under each heading and why they matter.
1. Onboarding: “There is no onboarding period”
This is one of the biggest red flags — especially for new graduates.
A lack of onboarding means:
- No structured training
- No defined learning curve
- No mentorship expectations
- Immediate pressure to perform
Even experienced chiropractors need time to learn systems, documentation, flow, and culture. If a contract explicitly says there is no onboarding, that tells you the practice expects productivity before proficiency.
What to look for instead:
Defined onboarding timelines, training expectations, mentorship meetings, shadowing, or ramp periods that reflect real investment.
2. Notice Periods: “90 Days”
Notice periods aren’t automatically bad — but context matters.
A long notice period paired with:
- No onboarding
- Production-only pay
- No guaranteed schedule
creates a power imbalance. You’re locked in without support.
Also pay attention to whether notice is mutual. If the clinic can terminate you quickly but you must give 90 days, that’s leverage — not fairness.
What to look for:
Mutual notice periods, clarity on pay during notice, and realistic expectations for patient continuity.
3. Malpractice Insurance: “Required and paid by employee”
This clause isn’t uncommon — but it shouldn’t be ignored.
Questions to ask:
- Is tail coverage required?
- Who pays for tail if you leave?
- Are coverage limits specified?
- Is it claims-made or occurrence-based?
Malpractice costs can quietly add up, especially for new grads already managing debt.
What to look for:
Malpractice is not expensive, and an easy perk for owners to offer as a benefit – if your owner isn’t offering to pay for it says a lot about their commitment to you. Look for clear language around coverage type, tail responsibility, and whether the clinic contributes.
4. Non-Compete Clauses: “2 years and 10 miles”
Non-competes in healthcare are heavily scrutinized, and in many states restricted or banned. Even where allowed, they should be narrow and reasonable.
Red flags include:
- Long timeframes
- Wide geographic restrictions
- Applying to any role (employee, contractor, consultant)
- Financial penalties tied to clinic revenue
When non-competes are extreme, they don’t protect goodwill — they restrict mobility.
What to look for:
Reasonable scope, patient choice language, or no non-compete at all.
5. Records & Audits: “Clinic may inspect your records at any time after leaving”
Audit clauses give clinics ongoing access to your records to “ensure compliance.” While sometimes appropriate in revenue-sharing situations, broad or time-unlimited access is concerning.
Watch for:
- Vague definitions of “records”
- No limits on scope, timing, or frequency
- One-sided control over who conducts the audit
What to look for:
Narrow, time-limited, and clearly defined audit rights — if any.
6. Compensation Structure (Often Hidden in Plain Sight)
Some contracts look generous until you read the fine print.
Red flags include:
- Production-only pay with no base
- Undefined bonus formulas
- “Discretionary” bonuses with no metrics
- No clarity on collections vs billed amounts
If you can’t calculate your paycheck on a spreadsheet, the structure isn’t clear.
What to look for:
Transparent formulas, examples, and timelines.
7. PTO & Benefits That Sound Specific — But Aren’t
“Two weeks of vacation” sounds clear — but isn’t unless defined.
Questions to ask:
- Is it hours or days?
- Paid or unpaid?
- Accrued or granted?
- What happens if unused?
Specific numbers without definitions still create ambiguity.
A Better Way to Read Contracts
Here’s a powerful mindset shift:
👉 Read your contract as if you are the owner trying to hire someone.
Does the language reflect:
- Investment?
- Mentorship & Training?
- Mutual responsibility?
- Long-term growth?
Or does it focus primarily on control, restriction, and protection?
Your first job should not rely on fear, pressure, or vague promises. It should be with a chiropractor who wants to mentor you, teach you, and help you grow — not just fill a schedule.
Final Thought: Protect Your Spark
If you’re reading this as a chiropractic student or new chiropractic associate, here’s the truth no one says loudly enough:
You are entering an incredible profession.
Chiropractic is creative, dynamic, relationship-driven, and full of opportunity. You get to change lives, build community, grow clinically and entrepreneurially, and shape a career that actually reflects who you are. The potential in this field is enormous—and so is your role in it.
That’s exactly why your first job matters so much.
A great practice should expand you, not shrink you. It should invest in your confidence, your skills, your voice, and your future. It should make you better—not quieter, smaller, or afraid to ask questions.
If a contract feels heavy, controlling, vague where it should be clear, or designed to limit your options rather than grow your capacity—pay attention to that feeling.
You are not “lucky just to have a job.” You are a doctor entering a profession that needs thoughtful, ethical, motivated chiropractors.
Read contracts carefully. Ask better questions. Choose mentorship over pressure. Choose clarity over fear. Choose environments that want to teach you, support you, and see you succeed—even if that success eventually leads you somewhere new.
There are incredible clinic owners who are excited to train the next generation of chiropractors. Find them. Work for them. Learn everything you can.
And if something feels like it’s going to dim your light?
Run.
Chiropractic needs your energy, your curiosity, and your leadership.
Protect it.
Disclaimer: I am not an attorney, and this content is for educational purposes only; all chiropractic contracts should be reviewed by a qualified healthcare attorney before signing.
