Your Toolkit for Building a Career in Physiotherapy

If you accept a position as an employee, make yourself aware of the employer’s expectations and your rights as an employee. Benefits that may be offered to employees include:  

• Notice of termination and severance pay 
• Vacation, sickness, statutory holiday, and overtime pay 
• CPP and EI deductions off your remuneration 
• Meal breaks 
• Parental leave and job protection 
• Paid emergency leave 
• Education and professional development funding and time 
• Extended health coverage 
• Pension or RRSP contribution matching 
• Advertising and marketing support (no need to find your own clients) 

It is important to note that physiotherapists, under the Employment Standards Act (ESA) Exemptions, are not entitled to many of the above benefits, though they are commonly included in employment contracts as a recruitment and retention strategy. See the ESA section below for more information.  

If you are an independent contractor, it is important to note that none of the benefits and entitlements listed under the employee section above apply to you. There are several other factors to consider when establishing yourself as an independent contractor, including:  

• The level of control your payer has over your work activities (hours, patients, treatment approaches) 
• Who provides work equipment (tools, tables, linens, documentation software) 
• Whether you can hire or subcontract your own assistants 
• Your own degree of financial risk (guaranteed hours or clients) 
• Marketing and business presence (finding your own clients) 
• Your opportunity for profit as a worker

Generally, it is expected that as an independent contractor, your payer has significantly less control over your work compared to an employer-employee relationship. If you receive an offer of contractorship and are unsure if there are elements of employment embedded, please see the Canada Revenue Agency’s Employee or Self-Employed Guide and walk yourself through the questions.   

Whether you are an employee or independent contractor, you are entitled to work for multiple employers and payers concurrently or subsequently, regardless of geographic proximity. Non-compete clauses have been regularly embedded in contracts and aim to prevent or reduce local competition, but they have been illegal in Ontario since October 25, 2021. If you are given a contract with a clause prohibiting you from working at other organizations for a specific duration of time or within a specific geographic region during or after your employment or business relationship ends, inform the employer/payer that this is an illegal practice and do not sign the contract until it is removed.  

While non-compete clauses are prohibited in Ontario, non-solicitation clauses are permitted and may be included in your contract. A non-solicitation clause prohibits an employee from pursuing clients or other employees of their employer or payer during or after the employment or business relationship has ended. 

Some employers or payers may include a clause in a contract listed as non-compete or non-solicitation, but the language within the clause may indicate the opposite. It is more important to focus on the language within the clause, rather than how the clause is titled. An example of this is below:  

“Non-Competition Agreement: The employee will not, for two years after the end of the employment contact any person who was a client of the employer at any time during the employee’s employment with the employer.”  

The above example is listed as a non-compete, but the language specifically prohibits solicitation of clients, so it is classified as a non-solicitation agreement and is permitted. If ever you are unsure about language, please contact an employment lawyer. 

Offer letters/contracts will look different depending on the organization/practice setting and employment status. However, core elements such as the position, salary, benefits, probation, termination, and performance management should be addressed in all agreements. 

• Read the contract carefully to ensure it is the same information as discussed in your interview. 
• If the information is different, do not sign until you have addressed any discrepancies. If there is something you don’t understand, ask for clarification. 
• Consider having an employment lawyer review the contract. 
• If you are being offered a benefits package, ask for a copy to review. 
• Always keep a copy of anything that you have signed. 

The College of Physiotherapists of Ontario also has a new job checklist to ensure that you have informed your employer or payer of all required information and that you have asked all the right questions.  

Compensation for your new position will depend on several factors, including but not limited to: 

• Area of practice and sector 
• Your skillset and previous experience in this setting 
• Geographic region 
• Size and practice model of the organization 
• Union membership 
• Employment status (employee vs independent contractor) 

OPA released compensation reports for all sectors where physiotherapists practice, with reported salaries, benefits, work hours, and work satisfaction levels from actual physiotherapists across Ontario.  

For those working in private practice, the OPA released a Fee Guideline in 2024 which outlines recommendations for rates based on real market data.  

Read Compensation Reports

Check out OPA’s Fee Guideline

Compensation encompasses more than your hourly rate, per-patient commission, or annual salary. It includes benefits listed in the above sections and can be a significant factor in whether you choose to accept an offer. Non-salary benefits are not available to independent contractors and are more prevalent for full-time employee positions. Some organizations may pay higher rates in lieu of benefits for part-time and casual positions. Benefits that may be negotiated include:  

• Vacation, sick, and overtime pay 
• Scheduling flexibility  
• Extended health coverage & long-term disability
• Education and professional development funding and time 
• Pension or RRSP contribution matching