Should I Have My Contract Reviewed by a Lawyer?

September 10, 2026

You interviewed, found an opportunity you’re excited about, negotiated the major details, and finally received the employment contract. You want to get through the paperwork, sign on the dotted line, go out to celebrate, and know that it’s finally time to give your current employer—who may have been driving you crazy—the resignation letter you’ve dreamed of writing. Then you open the contract.

Ten, fifteen, maybe twenty pages of corporate legal language later, you may find yourself wondering: Do I really need to pay a lawyer to review this? Isn’t this the same language they use with every employee? Are they even going to be willing to change anything? Will they see me as a troublemaker if I ask for changes?

If it’s a small, private practice with a one-page agreement, you may have the opposite concern: Should there be more here? Do I need something longer that spells out what happens if something goes wrong? Will asking for additional protections make me look like I’m bringing more problems than solutions?

Either way, you may ultimately arrive at the same question: Do I really want to spend the time and money to have my contract reviewed by a lawyer?

The short answer is: you don’t have to, but it is often money well spent.

An employment contract may govern far more than your salary and start date. It can determine how you are paid, when and how you can leave, what happens to a signing or relocation bonus if you resign, whether you can work for a nearby competitor afterward, who owns certain intellectual property, and what remedies are available if you and your employer disagree.

The American Academy of Family Physicians’ employment-contract guidance similarly recommends carefully reviewing provisions involving compensation, termination, duties, benefits, professional liability, restrictive covenants, and future ownership before signing an agreement.

Before signing, it is worth understanding exactly what you are agreeing to.

What Does a Contract Review Cost?

For many professionals, the first concern is cost.

Fortunately, having an employment contract reviewed is generally a relatively contained legal expense. According to ContractsCounsel’s 2026 employment contract review pricing data, the average cost to have an employment contract reviewed by an attorney through its marketplace is approximately $440, based on hundreds of recent projects.

That figure should be viewed as a marketplace average—not a universal price. Costs can vary considerably depending on where you live, the attorney you select, the length and complexity of the agreement, and whether you want the attorney simply to review the contract or also help negotiate changes.

Some attorneys charge by the hour, while others offer a flat-fee contract review. If you’re paying by the hour, remember that you may be paying not only for the time it takes the attorney to read the contract, but also for the time the two of you spend discussing it afterward.

Before hiring someone, ask exactly what the quoted price includes. Does it include a written review? A telephone consultation? Suggested revisions or a redline? Negotiation advice? Follow-up questions? Will the attorney communicate with the employer on your behalf?

AAFP’s guidance on choosing a contract attorney similarly recommends asking whether the attorney charges hourly or by flat fee, what services are included, how many rounds of revisions are covered, whether communication with the employer is included, and what could result in additional charges.

Knowing the scope beforehand helps prevent surprises.

What Can an Attorney Find That I Might Miss?

A good employment attorney isn’t simply looking for “bad” language. Their job is to help you understand the legal and practical consequences of what you are signing—and recognize important issues that may be missing from the agreement entirely.

For veterinarians and other healthcare professionals, that can be particularly valuable.

The American Veterinary Medical Association’s Contract Law for Veterinarians specifically identifies restrictive covenants, liquidated damages, exclusivity clauses, contract terms, termination, at-will employment, and offer letters as areas veterinary professionals should understand.

Depending on the position and agreement, an attorney may review areas such as:

Non-compete and non-solicitation restrictions
Termination provisions and required notice
Base salary and production-based compensation
Bonus calculations and eligibility
Signing and retention bonus repayment obligations
Relocation repayment requirements
PTO and benefits language
Professional liability obligations
Confidentiality provisions
Intellectual property provisions
Arbitration and dispute-resolution requirements
Outside employment or moonlighting restrictions
Partnership, equity, or ownership language

Some of these provisions may never affect you. Others could become extremely important several years from now.

Pay Particular Attention to Repayment Clauses

One provision candidates sometimes underestimate involves signing bonuses, retention bonuses, relocation assistance, or other upfront incentives.

Imagine accepting a $50,000 signing bonus tied to a two-year commitment. Eighteen months later, circumstances change and you decide to leave.

Do you owe $12,500 because you completed 75% of your commitment?

Or do you owe the entire $50,000?

Those are dramatically different outcomes.

Words such as “prorated” can make an enormous financial difference. So can language explaining whether repayment is triggered if you resign, if you are terminated for cause, or even if the employer terminates you without cause.

Never assume you know how repayment will work simply because you understand what was discussed during negotiations. Make sure the written agreement reflects your understanding.

This is one of the broader principles emphasized in AAFP’s contract-negotiation guidance: don’t sign an agreement assuming a term will later be changed or ignored, and make sure agreed-upon changes are put in writing.

The Same Is True of Your Compensation

Veterinary compensation can be especially complicated when production is involved.

If you are offered a base salary plus production, understand precisely how production is calculated.

Is it based on production or collections? Which services receive credit? Are medications included? What about laboratory work? Is there negative accrual? When are bonuses calculated and paid? What happens to earned production if employment ends in the middle of a bonus period? If you are out on PTO for half of a production period, is your production expectation adjusted accordingly?

The AVMA’s guidance on understanding veterinary compensation emphasizes the importance of discussing expectations with a prospective employer and reaching a clear agreement regarding the details of employment.

A contract attorney may not be able to tell you whether a particular production percentage is competitive for your market—that may be a better conversation for your recruiter, accountant, or industry advisor—but an attorney can help you understand what the contract actually requires and what happens under different circumstances.

Don’t Ignore the Non-Compete

Restrictive covenants deserve particular attention because their enforceability can depend heavily on state law and the specific language involved.

Don’t assume a non-compete is unenforceable because someone told you that “non-competes don’t hold up anymore.” Likewise, don’t automatically assume every restriction in a contract will be enforceable exactly as written.

This is an especially important distinction today. The Federal Trade Commission adopted a nationwide Noncompete Rule in 2024, but the FTC currently states that the rule is not in effect and is not enforceable. State law therefore remains particularly important when evaluating many employment-related restrictive covenants.

The AVMA’s Contract Law for Veterinarians also specifically identifies restrictive covenants as a common provision veterinarians should understand.

An attorney familiar with employment law in the applicable state can explain what the provision means, how state law may affect it, and what questions or changes may be worth discussing before signing.

This can be particularly important in veterinary medicine. A geographic restriction that seems insignificant when accepting a position may become extremely important if you later want to change employers without moving your family.

Some employers may be unwilling to remove a non-compete entirely. That doesn’t necessarily mean the conversation is over. An attorney may be able to help you evaluate whether the duration, geographic radius, scope of restricted activities, or exceptions can be negotiated into terms you can live with.

The same applies to outside employment. If you are working in general practice and want the ability to pick up occasional emergency or relief shifts, don’t simply assume that will be permitted. Review any exclusivity, moonlighting, non-compete, and conflict-of-interest provisions and consider asking for an appropriate exception to be included in writing.

Will Hiring a Lawyer Make Me Look Difficult?

This is a concern candidates occasionally have, but requesting time to understand a legal agreement before signing it is a normal professional decision.

You also don’t necessarily need your attorney to contact the employer.

In many cases, an attorney can review the agreement privately, explain potential concerns, and help you determine which items—if any—you want to address yourself.

In fact, AAFP recommends looking for an attorney whose approach is collaborative, respectful, and solution-focused, rather than someone who automatically turns a routine contract negotiation into an adversarial process.

The goal doesn’t need to be turning your contract into a battle.

The goal is informed consent.

Choose the Right Attorney

If you decide to have your contract reviewed, look for an attorney experienced in employment contracts and familiar with the laws of the state where you will be working.

For veterinarians, physicians, dentists, and other healthcare professionals, experience reviewing contracts within your profession can be particularly helpful because the attorney may already be familiar with common compensation structures, restrictive covenants, professional liability concerns, and industry-specific terminology.

AAFP’s guidance on selecting an employment-contract attorney makes a similar recommendation for physicians, emphasizing experience with healthcare employment contracts, applicable state law, compensation structures, non-competes, professional liability, moonlighting, intellectual property, and other profession-specific provisions.

When contacting an attorney, consider asking:

Do you regularly review employment agreements?
Are you familiar with contracts for my profession?
Are you licensed or knowledgeable regarding employment law in the state where I will work?
Do you charge a flat fee or hourly rate?
What exactly is included in the review?
Will you suggest alternative language where appropriate?
Does the fee include follow-up questions or negotiation assistance?
How quickly can you complete the review?

The cheapest attorney is not necessarily the best value. The goal is to find someone who understands both the law and the type of employment relationship you are considering.

Remember: A Contract Is a Negotiation Until You Sign It

Perhaps the most important reason to review your agreement carefully is simple: before you sign is usually when you have the greatest opportunity to ask questions and request changes.

Once the agreement has been executed, your options may be much more limited.

That doesn’t mean you should negotiate every paragraph. A good contract negotiation isn’t about “winning” against your future employer. Ideally, both parties should leave the process feeling comfortable with the agreement and excited about working together.

AAFP’s contract-negotiation resources similarly encourage professionals to advocate for themselves before signing while avoiding unnecessary demands or a laundry list of low-priority changes.

It simply means you should know what you’re signing.

Spending several hundred dollars to review a contract connected to a job that could represent hundreds of thousands—or even millions—of dollars in earnings over the course of your employment can be a reasonable investment.

You wouldn’t advise a client to consent to a medical procedure they didn’t understand.

Consider giving your employment contract the same respect.

Read it. Ask questions. Understand the obligations. And, when appropriate, have a qualified attorney review it before you sign.

Note: This article is intended for general educational purposes only and does not constitute legal advice. Employment laws and contract enforceability vary by jurisdiction and individual circumstances. Consult a qualified attorney regarding your specific agreement.

Sources Cited

American Veterinary Medical Association (AVMA). Contract Law for Veterinarians. AVMA Axon. Veterinary-specific education addressing restrictive covenants, liquidated damages, exclusivity clauses, contract terms, termination, at-will employment, and offer letters. Contract Law for Veterinarians — AVMA Axon
American Veterinary Medical Association (AVMA). Understanding Veterinary Compensation. AVMA Career Center. Career guidance regarding veterinary compensation and negotiating employment expectations. Understanding Veterinary Compensation — AVMA Career Center
American Academy of Family Physicians (AAFP). How to Review Your Physician Employment Contract. Guidance covering contract review, compensation, termination, professional liability, benefits, non-competes, duties, and ownership provisions. How to Review Your Physician Employment Contract — AAFP
American Academy of Family Physicians (AAFP). How to Choose a Lawyer to Review Your Physician Employment Contract. Guidance on selecting an attorney, evaluating relevant experience, establishing the scope of a review, understanding fees, and using a collaborative approach to negotiations. How to Choose a Lawyer for Contract Review — AAFP
American Academy of Family Physicians (AAFP). Physician Contract Negotiation: Best Asks, Strategies for Doctors. Guidance regarding contract negotiation, compensation, legal review, restrictive covenants, and putting negotiated terms in writing. Physician Contract Negotiation — AAFP
ContractsCounsel. Employment Contract Review Cost (2026). Marketplace pricing data reporting an average attorney review cost of approximately $440 based on recent employment-contract projects completed through its platform. Employment Contract Review Cost — ContractsCounsel
Federal Trade Commission (FTC). Noncompete Rule. Current federal information regarding the status of the FTC’s Noncompete Rule, including the FTC’s statement that the rule is not in effect and is not enforceable. Noncompete Rule — Federal Trade Commission