— By Laura Maguire
Hiring your first clinician is a big step. You stop being a solo practitioner and start running a practice. It can be the best decision you ever make, but only if you set things up properly first.
Here are the 10 things I wish every practice owner knew before they posted that first job ad.
1. Think carefully about your business structure
If you're still trading as a sole trader, now is a good time to talk to your accountant about whether your current structure still makes sense.
Taking on employees, contractors, leases and other business commitments can change the risks and financial considerations for your business. A company structure is likely appropriate.
2. You need to pay super, and it's now Payday Super
Many practice owners don't realise that super isn't just for employees. If a contractor is paid mainly for their labour, you owe them super too. That applies to allied health contractor arrangements, including percentage-split arrangements.
The timing has also changed. Since 1 July 2026, Payday Super means super contributions generally need to reach an employee's fund within seven business days of payday. You can no longer simply pay it quarterly. Make sure your payroll software and cash flow are set up for this before your first pay run.
3. Beware of sham contracting
Calling someone a contractor doesn't make them one.
If you set their hours, give them your client list, supply their equipment and they can't delegate or subcontract the work, these may be factors indicating an employment relationship. The legal test looks at the whole relationship, not just what you've called the arrangement or what the contract says.
Getting this wrong can mean back-paid entitlements, super and penalties. In some states, contractor payments can also attract payroll tax. There can also be other consequences depending on your circumstances.
If you use contractors, make sure the arrangement has been properly reviewed rather than simply copying the model another practice uses.
4. Have a proper employment or contractor agreement in place
Before they start, have a proper agreement that clearly sets out the arrangement.
For an employee, this should cover things like their role, hours, remuneration, leave, notice periods, confidentiality and other relevant employment conditions.
For a contractor, the agreement should clearly set out things like the services being provided, payment arrangements, responsibilities, insurance, confidentiality and what happens when either party wants to end the arrangement.
It's also worth making sure you understand whether other employment requirements apply to your employee and that you're meeting the relevant minimum entitlements.
Get legal or HR advice if you're unsure. It's much easier to get the agreement right before someone starts than to try to fix it later.
5. Hire through SEEK and LinkedIn, and give people a reason to choose you
Good clinicians have options.
Post on SEEK and LinkedIn, but don't just list the duties. Tell them why they'd want to work with you rather than the big group practice down the road.
That might be mentoring, professional development budgets, flexible hours, a multidisciplinary team, interesting clinical work or simply a culture where they won't burn out.
Your job ad is marketing, so write it that way.
6. Have a small waitlist ready to go
The best time to hire is when you have enough demand to support another clinician.
You don't necessarily need a huge waitlist, but you should have a realistic plan for where their clients are going to come from.
That might be existing clients you're currently turning away, referrers who would send more if you had capacity, or marketing you're ready to switch on once they start.
7. Check their registrations before they start
It's up to your new clinician to get their own registrations and checks sorted, but it's up to you to make sure they're done before they see clients.
Depending on their profession, that may include AHPRA registration or professional association membership, a Medicare provider number for your location, a Working with Children Check or NDIS Worker Screening.
Some of these can take weeks, so ask them to start as soon as they accept your offer. Keep a copy of everything on file.
8. Get your insurance sorted
Workers' compensation insurance is compulsory for employees in every state and territory. Talk to your insurer before your new hire starts, and check your existing cover still suits a practice with more than one clinician.
If you're engaging contractors, make sure they have their own current professional indemnity insurance.
9. Know your numbers
Work out what your new clinician will cost you, including wages, super, insurance and room space, and how many appointments a week they need to cover it.
Most new clinicians take a few months to build a full caseload, so have a cash buffer to get you through that period.
10. Your role is about to change
Once you have a team, you're not just treating clients anymore. You're onboarding, supervising and leading.
Don't underestimate onboarding. The first few weeks shape how your new clinician feels about your practice and how quickly they become confident and productive. A rushed or disorganised start can leave them feeling unsupported, and that is often when good people start looking elsewhere. A clear onboarding plan, covering your systems, your expectations, who to go to with questions and regular check-ins, helps them settle in and stay longer.
Have your systems written down before they start so they know how things work from day one, and make time in your own diary to support them.
A final word
Hiring your first team member can feel daunting. You're trusting someone else with your clients, your reputation and the practice you've worked so hard to build. That's a lot to hand over.
But it's also the moment your practice starts to become something bigger than you. With the right foundations in place, your first hire can bring fresh energy, more capacity to help people in your community, and a bit more breathing room for you.
You don't have to get everything perfect. Take it one step at a time, ask for advice when you need it, and be proud of how far you've come.
This is general information only and is not legal, financial, tax or HR advice. Employment, super, payroll tax and insurance obligations depend on your circumstances and location, so check your position with your accountant, lawyer or HR adviser.
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