Employment Contract
Create a legally binding Georgia doula employment contract. Protect your practice with GA restrictive covenant compliance and non-medical scope of practice definitions.
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In Georgia, doulas must navigate a complex legal landscape where clarifying the non-medical nature of their work is essential to avoid unauthorized practice of medicine claims. Since Georgia is an... Read more
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Legal Document
This Employment Contract ("Agreement") is entered into and made effective as of 2026-04-21 (the "Effective Date"), by and between [employer_name] ("Employer") and [employee_name] ("Employee"), collectively referred to herein as the "Parties" and individually as a "Party."
WHEREAS, Employer desires to employ Employee in the capacity of [job_title], and Employee desires to accept such employment, subject to the terms and conditions set forth herein;
WHEREAS, the Parties wish to establish the terms of Employee's employment, including compensation, duties, and obligations, to ensure a clear mutual understanding;
NOW, THEREFORE, in consideration of the mutual covenants, promises, and agreements contained herein, and for other good and valuable consideration, the receipt and sufficiency of which are hereby acknowledged, the Parties agree as follows:
Employer hereby employs Employee in the position of [job_title]. Employee shall perform all duties and responsibilities customarily associated with such position, as well as any additional duties reasonably assigned by Employer from time to time. Employee shall devote their full professional time, attention, and best efforts to the performance of their duties and shall act in the best interests of Employer at all times. Employee shall comply with all policies, procedures, rules, and regulations established by Employer, as may be amended from time to time at Employer's sole discretion.
In consideration of the services rendered by Employee under this Agreement, Employer shall pay Employee a gross annual salary of [salary] (the "Base Salary"), payable on a [pay_frequency] basis in accordance with Employer's standard payroll practices, less all applicable withholdings, deductions, and taxes as required by law. Employer reserves the right to review and adjust Employee's compensation at its discretion, and any such adjustment shall not constitute a new agreement or modification of this Agreement unless set forth in a written amendment signed by both Parties.
Employee may be eligible to participate in any employee benefit plans, programs, and arrangements that Employer makes available to its employees generally, subject to the terms and eligibility requirements of such plans. Such benefits may include, but are not limited to, health insurance, dental and vision coverage, retirement plans, paid time off, and other fringe benefits. Employer reserves the right to modify, amend, or terminate any benefit plan or program at any time, in its sole discretion, with or without notice, subject to applicable law. Nothing in this Agreement shall be construed as a guarantee of any particular benefit.
Employee's primary work location and schedule shall be as set forth in this section, subject to modification by Employer as business needs require.
Employee's employment under this Agreement shall commence on 2026-04-21 (the "Start Date").
This Agreement and Employee's employment may be terminated under the following circumstances:
Employee acknowledges that during the course of employment, Employee will have access to and may acquire knowledge of confidential and proprietary information belonging to Employer, including but not limited to trade secrets, business plans, financial information, customer lists, marketing strategies, product designs, software, technical data, and other information not generally known to the public (collectively, "Confidential Information"). Employee agrees to hold all Confidential Information in strict confidence and not to disclose, publish, or otherwise reveal any Confidential Information to any third party during or after employment, except as required in the performance of Employee's duties or as authorized in writing by Employer. Employee agrees not to use any Confidential Information for Employee's own benefit or for the benefit of any third party. This obligation of confidentiality shall survive the termination of this Agreement and Employee's employment for any reason.
During the term of Employee's employment and for a period of twelve (12) months following the termination of employment for any reason, Employee shall not, directly or indirectly: (a) solicit, recruit, or attempt to induce any employee, contractor, or consultant of Employer to leave Employer's employment or engagement; or (b) solicit, divert, or attempt to divert any customer, client, or business relationship of Employer for the purpose of providing products or services that are competitive with those offered by Employer. Employee acknowledges that this non-solicitation covenant is reasonable in scope and duration and is necessary to protect Employer's legitimate business interests.
Upon termination of employment for any reason, or at any time upon Employer's request, Employee shall immediately return to Employer all property belonging to Employer, including but not limited to keys, access cards, identification badges, laptops, mobile devices, documents, files, records, manuals, software, data (in any form or medium), and any other materials or equipment provided to Employee or created by Employee during the course of employment. Employee shall not retain any copies, duplicates, reproductions, or excerpts of any Employer property or Confidential Information.
This Agreement shall be governed by, construed, and enforced in accordance with the laws of the State of [state_law], without regard to its conflict of laws principles. Any dispute, controversy, or claim arising out of or relating to this Agreement, or the breach, termination, or validity thereof, shall be resolved exclusively in the state or federal courts located in the State of [state_law], and each Party hereby consents to the personal jurisdiction of such courts.
This Agreement constitutes the entire agreement between the Parties with respect to the subject matter hereof and supersedes all prior and contemporaneous agreements, understandings, negotiations, and discussions, whether oral or written. No amendment or modification of this Agreement shall be valid or binding unless set forth in writing and signed by both Parties. If any provision of this Agreement is held to be invalid, illegal, or unenforceable, the remaining provisions shall continue in full force and effect. The failure of either Party to enforce any provision of this Agreement shall not constitute a waiver of that Party's right to enforce that provision or any other provision in the future. This Agreement may be executed in counterparts, each of which shall be deemed an original, and all of which together shall constitute one and the same instrument. The headings in this Agreement are for convenience only and shall not affect the interpretation of any provision.
The Employee is hired solely to provide emotional, physical, and informational support. In accordance with Georgia healthcare regulations, the Employee shall not perform any medical or clinical tasks, including but not limited to medical diagnoses, fetal heart rate monitoring, or vaginal exams. The Employer acknowledges that the Employee does not guarantee specific birth outcomes. Any medical decisions made during the course of labor and delivery are the sole responsibility of the Employer and their medical providers. Employee’s liability for any breach or negligence is limited to the total compensation paid under this Agreement, except as provided by the Georgia Fair Business Practices Act.
The parties agree that during the term of employment and for a period of one (1) year thereafter, the Employee shall not solicit any clients of the Employer with whom the Employee had material contact during the twelve months preceding termination. This provision is intended to be compliant with O.C.G.A. § 13-8-50 et seq. If any part of this restrictive covenant is found to be overbroad by a Georgia court, the court is requested to blue-pencil or modify the provision to the maximum extent enforceable under Georgia law to protect the Employer's legitimate business interests.
Pursuant to O.C.G.A. § 34-7-1, employment under this Agreement is at-will, meaning either party may terminate the relationship at any time, with or without cause. However, due to the critical nature of the on-call birth support role, both parties agree to provide a notice period as specified in this document. Termination by the Employer does not relieve the Employer of the obligation to pay for services already rendered, including on-call retainers earned prior to the date of termination.
[scope of practice limit]
IN WITNESS WHEREOF, the Parties have executed this Employment Contract as of the date first written above, intending to be legally bound hereby.
Employer
Name: Employer
Date: 2026-04-21
Employee
Name: Employee
Date: 2026-04-21
In Georgia, doulas must navigate a complex legal landscape where clarifying the non-medical nature of their work is essential to avoid unauthorized practice of medicine claims. Since Georgia is an 'at-will' employment state under O.C.G.A. § 34-7-1, having a formal contract ensures that compensation for on-call availability, birth plan support, and labor boundaries are legally enforceable. This document protects both the doula and the employer by setting clear expectations for prenatal, labor, and postpartum care while strictly adhering to the Georgia Fair Business Practices Act.
Beyond the standard employment contract sections, this template adds fields specific to Doula:
An employment contract establishes a formal employment relationship between an employer and an employee, outlining the terms and conditions of employment, rights, obligations, and responsibilities of both parties. It provides legal protection and clarity, ensuring compliance with employment laws and minimizing the risk of misunderstandings and disputes.
Birth Outcome Liability
Include disclaimers in contracts that clarify the doula's role as non-medical and state explicitly that birth outcomes cannot be guaranteed.
Scope of Practice Violations
Draft clear scope of service documents that delineate non-medical support functions to avoid accusations of unauthorized medical practice.
Georgia does not currently mandate state-level licensing for doulas; however, voluntary certification from organizations like DONA or ICEA is industry standard. An employment contract should specify these credentials to establish professional standing and liability mitigation.
Under O.C.G.A. § 13-8-50 et seq., non-compete agreements for doulas must be reasonable in duration, geographic area, and scope of activity. Georgia courts will only enforce these if they protect a legitimate business interest, such as specific client lists or trade secrets.
Because birth timing is unpredictable, the contract must explicitly define the 24/7 on-call window (e.g., from 38 weeks gestation until birth) and the expected response time. This ensures compliance with Georgia wage and hour considerations regarding 'waiting to be engaged' versus 'engaged to wait'.
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