In this solo episode, Danielle shares an opinionated, practical breakdown of why the fee split independent contractor model is no longer working in clinics. As overhead rises and clinics add more systems, expectations, and KPIs, the “contractor” arrangement often stops resembling true independence.

Danielle explains the core mismatch: clinic owners typically carry fixed overhead, administrative responsibility, marketing, and continuity of care, while income becomes unpredictable when contractors reduce hours, take vacations, or go on leave. Many owners then try to regain control over hours, vacation, and performance, which can blur the CRA contractor vs employee line and put both the clinic and clinicians at risk in an audit.

You’ll also hear the alternatives that create cleaner alignment: employee models (hourly, commission, or hybrid) and true contractor models built on rent (base rent, or base rent plus commission). Danielle also touches on multidisciplinary clinic considerations and why rent can be the cleanest structure when you cannot bill on behalf of other professions.

If you want help pricing rent, planning a transition, or stress testing your current structure, Danielle offers consulting support: danielleboyd.ca

Danielle’s course, The Business of Physio 101 is essential learning for anyone considering clinic ownership or becoming an IC

danielleboyd.ca/business-of-physio-101

Timestamps

00:00 Intro and why this is an opinion piece
02:12 Part 1: why fee split IC is not working anymore
03:10 What an IC model is supposed to be in theory
03:38 What is happening in reality: rising overhead and increased clinic control
04:59 The leave and vacation problem: no rent paid when away
05:54 The core issue: financial risk sits with the clinic owner
07:14 Income variability vs true financial risk for clinicians
08:12 Administrative burden and continuity of care impacts
09:06 The control problem: owners cannot mandate hours or coverage in a true IC model
10:28 Why this creates double risk for owners
10:57 Unpredictable income vs fixed overhead: why it destabilizes clinics
12:23 Patient access and continuity risks when schedules gap
13:20 Fee for service can work for employees too
13:44 CRA risk: when owners try to control ICs, the model blurs
15:08 Incentives, mentorship, and culture creep into employee territory
16:27 “House of cards” warning: audit risk if done incorrectly
17:22 Why this matters: stress, burnout, toxicity, and profession wide reputational risk
18:49 Clinician risk: reclassification can trigger taxes, lost write offs, and penalties
20:17 Why owners are not always malicious: business is not taught
21:13 Why clinicians must understand this too
22:11 Patient transparency and access considerations
23:33 The alternatives: stop living in the gray zone
24:02 Lean one way: employee model vs rent model
25:02 Empowered interviews: questions clinicians should ask
25:31 Option 1: employee model (best for early career clinicians)
26:29 Hourly employees: how unbooked time can be used
27:25 Employee commission models and hybrids
28:24 Benefits: predictable cashflow and clarity for owners and staff
29:51 Option 2: pure rent model (cleanest contractor model)
30:20 Multidisciplinary clinics and billing limitations: why rent is clean
31:14 How rent protects fixed costs and shares risk
32:09 Base rent plus commission as a transition model
33:31 Why base rent helps demonstrate independence to CRA
33:59 The warning: fee split favors clinicians but can still hurt them in an audit
34:27 Closing: choose clarity, raise business knowledge, prepare for change (HPOA)

Keywords:

clinic staffing models, physiotherapy clinic business, employee vs contractor healthcare, clinic rent model, healthcare business structure, contractor vs employee CRA, clinic operations, physiotherapy practice management, clinic ownership, healthcare consulting