How to choose a lawyer to review your physician employment contract
Choosing the right attorney to review your physician contract with you is the first step to success.
It helps to hire a lawyer early in the process, whether you are exploring jobs or approaching a contract renewal period. The extra time lets you get to know each other and sort out priorities before a draft appears.
Here we explore some tips on how to find a lawyer who is right for you, what to ask them and what to listen for in their responses.
How to find a lawyer
Access attorneys through Resolve. Use code AAFP10 for a 10% discount.
Reach out to your AAFP chapter for recommendations.
Talk with other physicians.
Browse state health care bar associations or city bar associations or the health law section for leads.
Before you hire a lawyer, make sure you understand three things: their experience with physician contracts, how they like to work with clients and what the review will cost. Here, we explain why each matters, what to ask and what to listen for in the answers.
What to ask about when interviewing a lawyer
Why ask about a lawyer's experience
Like physicians, lawyers specialize. For contract review, you want a health care attorney who regularly handles physician employment agreements, not just general business contracts. The right lawyer will spot missing terms and nonstandard clauses, compare your offer to market norms and ask focused questions about physician-specific issues (compensation models and work relative value units, termination clauses, noncompetes, malpractice/tail, call and panel expectations, moonlighting, intellectual property and schedule control).
Experience in your setting also matters (e.g., hospital, independent practice, academic or federally qualified health center or telemedicine) because provisions and leverage differ.
Additionally, contract counsel is typically deal-oriented and relationship-minded. Sometimes using a lawyer with a litigation background can backfire on a physician because an overly aggressive or litigious approach may not send the right message in a contract negotiation.
Questions to ask
How long have they been practicing?
What percentage of their practice is work related to health care and physician employment contracts?
Do they review and draft physician contracts?
On average, how many contracts do they draft or review monthly or annually?
Do they have experience drafting or reviewing contracts for your work setting (e.g., hospital, independent practice, academic health center, etc.)?
Do they have experience representing physician practices, health systems or other physician employers?
Can they provide references (if not referred by another client)?
What issues do they recommend focusing on during the contract review?
What to look for in the responses
Your contract lawyer should be willing and able to respond to questions about their experience reviewing health care contracts. Answers to many of your questions may be available on the firm’s website, which will usually state the type of clients they represent along with their areas of expertise. You should also look for articles or presentations they have done related to physician contract issues.
Green flags: Specific numbers of physician contracts reviewed, examples of physician-only clauses they scrutinize, familiarity with your practice setting and state law, clear scope and timeline, and published work (articles, talks, webinars) on physician contracting
Red flags: Vague claims like “lots of contracts,” little or no physician-specific experience, no familiarity with your setting, generalities about process or timelines and no evidence of recent verifiable work
Why ask about a lawyer’s style
Choose a lawyer you feel comfortable with and whose professional judgment you trust. Set expectations up front, including what they will do, how you will communicate, timelines, and fees to ensure the service matches what you expect and are paying for.
Remember that your lawyer’s tone becomes part of your reputation. If they are combative or dismissive, the employer may read that as your stance. Likewise, firing off a long list of changes without first preparing you to raise key points can slow negotiations and damage the relationship you are trying to build with the employer.
Questions to ask
How will they work with you to review the contract and advise you as you negotiate (e.g., working with you to develop a list of issues to discuss with the employer, coaching you on how to negotiate, redlining the agreement to send to the employer, or reaching out directly to the employer’s counsel)?
How do they describe their style of negotiation?
What items in the employment contract do they think are most important for you to understand and discuss with the employer?
What guidance can they offer if the employer will not make any changes?
How quickly do they respond to inquiries from clients?
How many times should you expect to meet or exchange calls with them during the process?
Once you receive your contract, how long will it take them to review and provide you feedback?
What to look for in the responses
They should provide you with clear expectations about how you will work together. Make sure they address how they will communicate with you during the process and what approach they will take when negotiating.
Green flags: A collaborative plan with you raising priorities first, clear explanations of options and trade-offs, a respectful and solution-focused tone with the employer, scope/timelines/communication put in writing and a tailored approach aligned to your goals
Red flags: A combative or dismissive tone in routine negotiations, a long list of demands sent before you discuss priorities, insisting on contacting the employer’s counsel immediately, a vague process or slow responses about timelines and next steps, dismissing your concerns or pushing risky edits without context
Why ask about a lawyer's cost for services
You need a clear picture of what you will pay during review and negotiation and how they bill for their time. Ask about the fee model (hourly or flat), the rate, what is included, typical hours for contracts like yours, any resident or fellow discounts and when invoices are sent. Clear numbers make it easy to compare options and avoid surprises.
Questions to ask
What fee structure will they use for the work being performed?
Are there discounted fees for residents or fellows?
What is the anticipated amount of time they will spend on the contract process?
How is their time billed (e.g., per hour or minute increments)?
What to look for in the responses
You should hear clear numbers and a plain description of what is included. Strong answers will name the fee or a typical range for contracts like yours, explain what is in scope (e.g., one full read, one redline, one debrief call) and note what would trigger additional charges. Ask them to summarize this in a short engagement email so expectations are in writing.
If they offer a flat fee, confirm how many rounds of edits are covered, whether contacting the employer is included and how changes in scope are handled. For standardized employer forms with little room to negotiate, the review should be faster and priced accordingly and their estimate should reflect that.
Rates do vary. Large firms often charge more, while solo or boutique health-law practices may be lower. Compare value, not just price. Experience with physician contracts, turnaround time and clear deliverables usually matter more than a small rate difference.
Green flags: Itemized invoices, small billing increments (e.g., 0.1 hour), a “not-to-exceed” option or phased fees, concrete timelines and willingness to provide references
Red flags: “It depends” with no range, vague scope, large nonrefundable retainers, surprise add-ons for routine tasks or slow, evasive answers about timelines
Preparing to work with a lawyer
Before you meet, pull together a short brief so they understand your goals, concerns and any promises already made on the part of the employer.
What to share
Your goals for this job and the future: Staying local, flexibility, scope of practice or exit needs tied to family or relocation
Your concerns based on experience or research: Prior issues, employer reputation notes or unclear clauses you want explained
Employer promises to capture: Schedule, panel size, call, compensation model, staffing support and how these promises were made (offer, email, interview)
Constraints to flag: Noncompete geography or time, visa status, moonlighting or side work, teaching, telemedicine
Documents to send in advance: Offer letter, draft contract, benefits summary, call schedule, compensation plan, any productivity targets
Tip: Email these items and documents before you meet so they can estimate time and cost accurately and focus the review on what matters to you.