Choosing between a corporate or private optometry practice isn’t just about the culture or day-to-day workflow—it’s a legal decision, too. Employment contracts from each setting come with their own expectations, protections, and opportunities. If you’re weighing your options or preparing to sign your first agreement, understanding these differences can help you avoid restrictive clauses, negotiate smarter, and plan your career with intention. Below, we break down how corporate and private optometry employment contracts typically differ across key areas.
Ownership Opportunities and Career Trajectory
Corporate:
Employment in a corporate optometry setting rarely includes a path to ownership. These contracts are designed for long-term employment rather than investment in the practice. While some large corporate chains offer managerial advancement, they don’t usually offer buy-in options or equity. For optometrists hoping to build wealth and ownership over time, this can feel limiting. However, for those prioritizing steady employment, it provides structure and security.
Private:
Private optometry practices often include clauses that lay out future ownership opportunities, including defined buy-in timelines, mentorship from the owner, or equity-sharing structures. These agreements may not always promise partnership immediately, but they leave the door open. For optometrists looking to build something long-term or take over a practice in the future, these contracts offer more flexibility and financial upside.
Restrictive Covenants: Non-Compete and Non-Solicitation Clauses
Corporate:
Corporate contracts tend to use aggressive non-compete clauses, often restricting you from practicing within a broad geographic area for a set number of years. These clauses are designed to protect the company’s wide network and market share. In states where non-competes are enforceable, these clauses can seriously limit your ability to work nearby if you leave the company. Non-solicitation clauses (which prevent you from recruiting staff or patients) are also common and strictly enforced.
Private:
Non-compete clauses in private contracts are often more localized and negotiable. For example, a private practice may only restrict you from opening a competing practice within five miles for one year. While still designed to protect the practice, these clauses may better reflect the actual market impact of your departure. Non-solicitation clauses are also standard but are typically more reasonable in scope. Depending on the relationship with the owner, you may even be able to negotiate adjustments to these terms.
Schedule, Autonomy, and Clinical Freedom
Corporate:
Expect a more structured environment. Your contract may require you to see a minimum number of patients per day, adhere to company-wide protocols, and use standardized procedures. There’s generally less room for personalizing care or experimenting with new services. While this system can be efficient, it may feel rigid—especially for optometrists who value independent judgment or a slower-paced, relationship-based model.
Private:
Private practice contracts often allow more flexibility in scheduling, patient load, and the types of services you offer. You may be able to set longer appointment times, choose your clinical equipment, or introduce niche services. This autonomy makes it easier to tailor care to your style and preferences, and can lead to better job satisfaction if you’re clinically driven.
Compensation Structure and Benefits
Corporate:
Salaries are usually higher at the outset, and benefits packages tend to be more comprehensive. Corporate employers can offer health insurance, 401(k) plans with matching, PTO, continuing education stipends, and other perks. However, these pay structures often come with caps or standardized raises, which can limit long-term income potential—especially if productivity bonuses are minimal.
Private:
Starting salaries may be lower in private practice, but the compensation structure often includes performance-based bonuses or revenue-sharing models. This can significantly boost your income if you’re motivated and build a strong patient base. While benefits may be more modest or require negotiation, the financial upside in the long term—especially if ownership becomes an option—can be substantial.
Termination Clauses and Exit Terms
Corporate:
Corporate contracts often include longer required notice periods (e.g., 90 days) and automatic renewal clauses. Leaving without proper notice could trigger financial penalties or delay your ability to start a new job. These terms are designed to reduce staff turnover and protect corporate scheduling, but they can also limit your flexibility.
Private:
Termination provisions in private practice are usually more straightforward and negotiable. Notice periods might be shorter (e.g., 30–60 days), and the terms may be more collaborative, especially if the employer is invested in a positive exit. If you're planning to eventually leave or transition to ownership, these contracts can provide a more supportive framework.
Malpractice Coverage and Liability
Corporate:
Corporate employers typically provide malpractice insurance, and this is clearly spelled out in the contract. However, you may have little say in the policy terms, coverage limits, or carrier. Some contracts require the optometrist to pay for “tail coverage” if they leave before a certain period, which can be an unexpected cost.
Private:
Private employers may provide malpractice insurance or expect you to secure your own. The upside is that you can shop around for better rates or coverage. This adds more responsibility but also gives you more control. It’s important to clarify who pays for tail coverage and whether any limits apply to claims.
Final Thoughts
If you’re weighing corporate vs. private optometry positions, the legal differences in the contract should play a big role in your decision. While corporate roles offer structure and strong benefits, they often lack flexibility and long-term financial upside. Private practices may offer lower initial compensation but can lead to ownership, autonomy, and greater personal satisfaction. Before signing any employment agreement, have your contract reviewed by an attorney who understands the nuances of optometry practice law. The fine print can determine everything from your freedom to change jobs to your ability to build a future in the profession.
Contact Dental & Medical Counsel for Help Reviewing Your Optometry Contract
At Dental & Medical Counsel, we specialize in helping optometrists protect their careers and future through clear, strategic legal guidance. Whether you're reviewing your first job offer or weighing a transition from corporate to private practice, our team is here to help you understand the fine print, negotiate stronger terms, and plan for long-term success. Contact us today to speak with an attorney who knows the ins and outs of optometry employment contracts.
Frequently Asked Questions
Q: Are corporate optometry contracts always more restrictive?
A: Not always, but corporate contracts often include stricter non-compete clauses and standardized terms that leave little room for negotiation.
Q: Can I negotiate ownership opportunities in a corporate setting?
A: Typically, no. Corporate optometry chains rarely offer paths to ownership. If ownership is your goal, private practice is a better option.
Q: How do non-competes differ between corporate and private contracts?
A: Corporate non-competes usually cover larger areas and longer timeframes. Private practices tend to be more reasonable and negotiable.
Q: Is malpractice insurance always included in my contract?
A: Corporate employers usually include it, but make sure to clarify whether you’re responsible for tail coverage if you leave. In private practices, it varies.
Q: Are private practice jobs less secure than corporate ones?
A: Not necessarily. Private practice can offer more flexibility and long-term growth, though benefits may not be as robust up front.
Q: Do corporate contracts have more rigid scheduling requirements?
A: Yes. Most corporate employers require set hours, high patient volume, and adherence to protocols. Private practices usually allow more flexibility.
Q: What benefits should I expect in a corporate contract?
A: Corporate jobs often include full benefits—health insurance, retirement plans, PTO, and CE allowances. Private practice benefits can vary.
Q: Can I still get bonuses in a corporate setting?
A: Yes, but corporate bonuses are typically structured and capped. Private practices may offer higher earning potential through production-based models.
Q: What should I look for if I want to eventually buy into the practice?
A: Look for private contracts that mention buy-in opportunities, timelines, and future partnership discussions. Corporate contracts usually don’t include this.
Q: Should I have my employment contract reviewed by a lawyer?
A: Absolutely. Whether corporate or private, an experienced healthcare attorney can help you understand your rights and avoid restrictive terms.
About the Author
At Dental & Medical Counsel, PC, we understand navigating the legal process can be tricky. We believe every optometrist deserves the best advice and service so optometrists can do what they do best, treat their patients. We make their lives easier by providing expert guidance, so they can focus on their personal and professional aspirations. We are optometry attorneys.
About Ali Oromchian, Esq.
Your Optometry Lawyer
In addition to being a optometry lawyer for almost 20 years, Ali is also a renowned speaker, throughout North America, on topics such as practice transitions, employment law, negotiation strategies, estate planning, and more! Ali has helped hundreds of optometrists realize their professional goals and looks forward to aiding you in navigating the legal landscape.