Massage Therapist Compensation

You've completed training, finished your clinicals, have your license or certification, have your professional liability insurance and are ready to begin your job search as a massage therapist. You begin interviewing and you are confused because your compensation offers vary from employer to employer. You're an employee or you're an independent contractor. You're paid a percentage or you're paid hourly. Determining your compensation plan and contractual arrangements with an employer can be confusing.

There are many areas to take into consideration prior to determining an appropriate compensation arrangement. Are clients provided for you by the business or do you find your own? Are you providing equipment and supplies for services or is the business? Are you or the business responsible for marketing material costs such as business cards and brochures? Are you or the business handling phone call inquiries and scheduling? Are you paid hourly or by the client? Are you an employee or independent contractor?

Clearly the more expense and responsibility you take on, the higher your compensation should be. For a massage therapist providing their own marketing materials, managing phone inquiries and scheduling, actively networking and advertising, and providing their own supplies, an appropriate compensation is fifty percent and the possibility of capping out at a monthly rent amount should be considered. Don't forget the landlord or owner of the business you are utilizing space from is responsible for the lease, rent, utilities, common areas, and insurance whether you have a client or not. It is appropriate to have a set rent amount for you to pay on a monthly basis or have a high commission split to ensure the business owner covers their costs.

The less expenses and responsibility you take on, the lower your compensation should be. For a massage therapist working in a business that is providing all marketing, scheduling, equipment, supplies and the customer base, a massage therapist should expect to earn forty percent or less. Guaranteed compensation by the hour at a low hourly rate is also appropriate.

Another area to consider to determine your compensation and costs is client retention. If you are expected to market and take on all costs or a portion of the costs for marketing, you should be able to solicit clients to follow you to another location if you were to move on. However, if the business you are working with is paying for all marketing materials, networking organizations, etc., then it is appropriate for the business to maintain the relationship with the client even if you offer some marketing support such as participating in an event to promote your services.

Look at each employment opportunity and weigh out your risks and responsibilities when negotiating your compensation. Most importantly it is critical to have everything written in an agreement to ensure compensation and responsibilities are understood.

Armed with this information, you'll know the correct questions to ask during an interview and have the ability to negotiate an arrangement both you and your employer are comfortable with.