Employment Contract Guide

Look for: base salary, bonus eligibility (and how bonuses are calculated — discretionary vs. formula-based), overtime classification, and pay periods. Red flag: Vague language like "performance bonus may be awarded" without criteria. Negotiate: Tie bonus to specific, measurable metrics you control.

Most social work positions are at-will, meaning either party can end the relationship without cause. Fixed-term contracts provide more security but may include penalties for early termination. Negotiate: A severance clause (2–4 weeks per year of service) even in at-will arrangements.

Restricts where and for whom you can work after leaving. Enforceability varies dramatically by state. Red flags: Geographic radius over 25 miles, duration over 12 months, scope covering your entire profession. Negotiate: Narrow the radius, reduce the duration, or carve out non-profit/public sector work entirely. See our full Non-Compete page.

Standard for protecting client data and business information. Watch for: Overly broad language that could prevent you from discussing your own work history, or restrictions that might conflict with mandatory reporting duties under state law. Carve-out needed: "Nothing in this agreement limits employee's obligations under applicable mandatory reporting laws."

Critical for LMSWs: If employer supervision is part of your LCSW pathway, get specifics in writing: supervisor name or title, frequency (minimum weekly recommended), format, and what happens if your supervisor leaves. If supervision stops, your licensure hours stop accumulating. This is non-negotiable — protect it.

Rarely included but absolutely worth requesting. An agreement that your caseload won't exceed [X] active clients protects both your practice quality and your mental health. Frame it as a client safety and quality-of-care issue, not a workload complaint.

Who owns the client relationships, clinical notes, and tools you develop? In most agency settings, the employer owns records. Watch for: Clauses that assign ownership of clinical approaches or training materials you develop independently.

Get reimbursement amounts in writing. Standard range: $500–$2,000/year. Also confirm: Does reimbursement require staying employed for X months? Are license renewal fees covered? Is paid time off provided for trainings, or must you use PTO?

Standard notice: 2 weeks. Clinical positions often require 30 days for proper client transition. Negotiate: Mutual notice requirements (employer must also give you 30 days unless for cause). Check: What counts as "for cause" — should be specific, not vague.

Employer-provided malpractice typically covers you only while employed. Ask about: "Tail coverage" — protection for claims filed after you leave for incidents that occurred during employment. If tail coverage isn't provided, get your own supplemental policy ($100–300/year through NASW or HPSO).

Many contracts require mandatory arbitration instead of court proceedings. Arbitration often favors employers statistically. Negotiate: Carve out discrimination and harassment claims from arbitration. If you can't remove it, negotiate for the employer to pay arbitration fees.

Some contracts allow the employer to modify terms unilaterally with 30 days notice. This is a major red flag. Negotiate: All material changes to compensation, duties, or location require written mutual agreement.