When you are staring at a rural locum contract offering $250/hr, or a telehealth role promising 70% of billings from the comfort of your own home, it is incredibly easy to just skip to the last page and sign.
The GP market across Australia is moving fast, and the financial incentives are higher than ever. But at Northbridge Healthcare, we review hundreds of medical employment contracts every year. We know firsthand that a high headline rate means extraordinarily little if the fine print sacrifices your clinical autonomy, income security, or your work-life balance.
Before you accept your next placement, make sure you aren't falling into these three common contract traps.
Red Flag #1: Ambiguous On-Call Expectations
🚩 The Trap: You see a clause that vaguely states: "The practitioner will participate in the on-call roster as reasonably required by the clinic."
Why It’s a Problem
"Reasonably required" is subjective. If a clinic is understaffed, their definition of reasonable might mean you are on-call every second night and all weekend. Without clear boundaries, an ambiguous on-call clause is a fast track to severe burnout. Furthermore, if the contract doesn't explicitly say the on-call compensation, you might find yourself tethered to your phone for a fraction of your standard hourly rate.
The Fix
Never accept vague roster terms. Before signing, ensure the contract explicitly defines:
- The exact maximum number of on-call hours per week.
- The passive "holding" rate (what you are paid just to be available).
- The active "call-out" rate (what you are paid if you have treated a patient, and the smallest hours paid per call-out).
Red Flag #2: No Retainer for New Telehealth Roles
🚩 The Trap: You accept a 100% remote Telehealth role offering 70% of billings, but there is no guaranteed base rate for the first few months.
Why It’s a Problem
Telehealth offers incredible flexibility, but transitioning to a brand-new digital clinic means you don't have an established patient base yet. It takes time for the clinic's marketing to fill your digital waiting room. If you are strictly on a percentage-of-billings model from day one, you are taking 100% of the clinic's financial risk. You could end up sitting by your computer for an 8-hour shift, seeing only three patients, and earning next to nothing.
The Fix
If you are joining a new telehealth service, always negotiate an hourly retainer (e.g., $150–$200/hour) for the first 4 to 6 weeks (about 1 and a half months). This guaranteed income support ensures you are fairly compensated for your time while the clinic builds up your patient volume. (Looking for a remote role with built-in financial security? Explore our Telehealth GP roles here).
Red Flag #3: "Standard" Accommodation Phrases
🚩 The Trap: Your rural or remote locum contract simply says: "Standard accommodation and travel provided by the practice."
Why It’s a Problem
In the world of rural locuming, "standard" has no legal or universal definition. To one practice manager, "standard" might mean a newly renovated, fully furnished executive apartment. To another, it might mean a dusty room above the local pub with a shared bathroom. If you are moving away from your family—or bringing them with you on a working holiday—subpar accommodation will ruin the experience at once.
The Fix
Do not sign until the accommodation is defined in writing. Ask the practice manager (or your recruiter) to provide:
- The exact address of the accommodation.
- Recent, clear photos of the interior and exterior.
- Confirmation of amenities (e.g., Wi-Fi, air conditioning, parking, and whether family or pets are allowed).
The Bottom Line: Don't Negotiate Alone
A contract is a starting point, not a final ultimatum. If a clinic wants your clinical ability, they will clarify vague terms to ensure you feel supported and secure.
At Northbridge Healthcare, we believe in People first. Always. That means we do the heavy lifting for you. We negotiate these red flags out of the contract before it even hits your desk, ensuring you get the pay, the lifestyle, and the clinical support you deserve.
Ready to find a role with complete transparency? Book a confidential career chat with our team today.
GP Contract FAQs (Quick Answers)
Can I negotiate a locum contract after receiving the first offer?
Absolutely. A first contract is simply an offer. GPs have high market value, and standard clauses about on-call hours, travel allowances, and accommodation can—and should—be negotiated to fit your lifestyle before you sign.
What is a standard retainer for GP telehealth roles in Australia?
While it varies, a competitive telehealth contract should offer a guaranteed hourly retainer (typically between $150 and $200/hr) for the first 1 to 3 months to protect your income while you build a patient base, reverting to a percentage of billings (usually 70%) thereafter.
Does a clinic have to pay for my travel as a locum GP?
In most rural and remote locum placements across Australia, flights, a hire car (often a 4x4), and accommodation are standard inclusions. However, always ensure the specifics (e.g., "return economy flights from capital city") are explicitly written into the contract.
About the Author
Peter Treacy is the General Manager of Northbridge Healthcare and a senior industry veteran with deep roots in the Australian healthcare and recruitment landscape.
More than just a recruiter, Peter acts as a strategic practice management consultant, recommending new and existing GP and Specialist clinics across NSW and Victoria on everything from operational fit-outs to complex business requirements. With extensive experience managing teams of up to 90 clinicians and staff, Peter understands the unique pressures of running a medical practice. He specializes in designing bespoke recruitment solutions—from executive search to bulk recruitment campaigns—helping clinics build high-performance cultures that last.
