A dermatologist employment contract does more than set a start date. For an associate joining a private practice, a multi-site group, or a private equity backed platform, the agreement decides how your work is counted, which services you will perform, where you can practice if you leave, and what obligations follow you after the last day. Many of those terms are easier to clarify before signing than to change later.

This article walks through the provisions dermatology associates most often ask about, including productivity crediting, cosmetic and procedural work, restrictive covenants, and exit terms. It is general education. Laws vary by state, so an attorney licensed in your state should review your specific agreement.

Key takeaways

• Productivity terms matter less for their label than for what counts: which services, which locations, and what data you can see.

• Cosmetic, Mohs, pathology, and advanced practice provider supervision duties should be described clearly in the contract.

• Non-competes in multi-site dermatology groups are often measured from several offices, which can widen the restricted area.

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• Exit terms, including notice periods, assignment on a sale, and post-employment obligations, are worth clarifying up front.

• A dermatology contract review with an attorney licensed in your state helps you understand the terms before you commit.

What a dermatologist employment contract usually covers

Most derm associate contracts follow a similar outline, though the details vary widely.

The employer and its affiliates

Confirm which entity employs you. In private equity backed groups, the employer may be a professional corporation linked to a management services organization, and some obligations may extend to affiliated practices.

Duties and schedule

Agreements usually describe clinic days, procedure time, call or coverage expectations, and assigned locations. Ask whether the practice can change your location or schedule, and how much notice it must give.

Associates often ask how the contract handles call coverage, add-on clinic sessions, and travel between satellite offices. If the agreement allows the employer to change locations or schedules on notice, it can help to understand how much notice is required and whether the associate has any say in the change.

Term and renewal

Contracts typically run for a set term with automatic renewal unless either side gives notice. The renewal terms affect when you can renegotiate.

How productivity is defined and credited

Many dermatology contracts tie part of the arrangement to productivity. Without discussing dollar amounts, the structural questions matter.

Which services count

Clarify whether medical dermatology, surgical procedures, Mohs, cosmetic services, and dermatopathology are all credited, and whether services performed by supervised advanced practice providers count toward your productivity.

Which locations and payers

Some agreements credit only certain offices or exclude particular payer arrangements. Knowing the rules up front prevents surprises.

Reporting and data access

Ask how often you will receive reports, what they show, and how you can raise questions about a discrepancy. Access to billing data is a common point of discussion.

Regulatory limits

Healthcare compensation arrangements are subject to federal and state rules, including limits on crediting certain referred services. These are questions for counsel; your CPA can address the accounting side.

Cosmetic, procedural, and supervision terms

Cosmetic work

Many associates want time for injectables, lasers, and other aesthetic procedures. Contracts may address cosmetic scheduling, how cosmetic patients are booked, and whether the practice or a related med spa entity provides those services.

Mohs and surgical time

If you are fellowship trained, the contract may describe Mohs days, surgical suite access, and support staff. Vague promises are hard to rely on later.

Advanced practice provider supervision

Supervising physician assistants or nurse practitioners carries responsibilities set by state law and payer rules. The contract should say whether supervision is expected and how it fits your schedule.

Photos, reviews, and online presence

Dermatologists often appear in before-and-after galleries, reviews, and social media. Ask who controls your name, image, and online profiles during employment and after you leave. Patient photos require written consent.

Non-competes in a derm associate contract

Radius and covered offices

Multi-site groups often measure the radius from every office where you worked, or from every office the group operates. In metro areas with many satellite clinics, that can cover a large territory.

Duration and triggers

Ask whether the covenant applies if you are terminated without cause or if the contract is not renewed. State law varies, and some states now limit or prohibit physician non-competes.

Non-solicitation

Clauses may restrict contacting patients, recruiting staff, or soliciting referring physicians. Our guide to the non-compete agreement for dermatologists covers six points to understand before you sign.

Exit terms: notice, assignment, and tail

Termination with and without cause

Many agreements allow termination without cause on a set number of days' notice. Termination for cause is usually tied to a defined list of events, and the list is worth reading closely.

Assignment on a sale

If the practice is sold or recapitalized, the contract may allow the employer to assign it to the buyer, including the non-compete.

Tail coverage

Agreements usually state whether the practice or the departing physician is responsible for tail coverage after separation, a contract term to clarify with counsel before signing.

Records and patient notice

State rules often address how patients are told about a departing physician and how they can access their records.

Some agreements also address who controls communications with patients after a departure, which can matter in dermatology because many patients return for yearly skin checks and long-running treatment plans.

Questions for a dermatology contract review

Associates commonly bring questions like these to counsel:

1. Which services and locations count toward my productivity, and what reports will I receive?

2. How are cosmetic, Mohs, and supervision duties described?

3. Where is the non-compete radius measured from, and does it apply after termination without cause?

4. Can the contract be assigned if the practice is sold?

5. What notice and patient communication rules apply when I leave?

If you are considering a future ownership track, our article on dermatology partnership options explains how buy-ins and equity models are usually structured. You can also learn more about business attorney introductions for dermatologists.

Frequently asked questions

What should a dermatologist look for in an employment contract?

Common review points include duties and locations, how productivity is credited, cosmetic and procedural time, non-compete and non-solicitation terms, assignment on a sale, and exit provisions.

Can a dermatology associate negotiate a non-compete?

Many terms are discussed before signing, including radius, covered offices, and duration. What is possible depends on the employer and state law.

Do cosmetic procedures count toward productivity?

It depends on the contract. Some agreements credit cosmetic services and others treat them separately, so the definition should be clear in writing.

Can a dermatology employment contract be assigned to a new owner?

Some contracts allow assignment if the practice is sold or recapitalized, which can carry the non-compete to the buyer. The assignment clause should be read closely.

When should a dermatologist have a contract reviewed?

Associates commonly seek review before signing a first offer, before renewal, and before giving notice, so they understand their obligations.

Request an introduction

Request an introduction to an independent business attorney who works with dermatology practices. To get started, take the 2-minute Partnership & Practice Planning Check. You can also call or text (972) 616-4581, or contact us. The form goes to [email protected].

This article is general information, not legal advice. PPP is an introduction service and is not a law firm. Please read our disclaimer.