Reviewed by the MMA Chiropractors Team. MMA Chiropractors has connected doctors of chiropractic with practice opportunities across the United States since 1989.
Maternity leave is an exciting milestone, but it also creates operational challenges for chiropractic practices. Planning ahead ensures your patients continue receiving consistent care and your practice runs smoothly while you’re away. MMA Chiropractors has supported clinics nationwide since 1989, providing credentialed temporary doctors for planned and unplanned absences — including maternity leave coverage.
Why Maternity Leave Coverage Matters
Even short leave periods can disrupt patient flow, scheduling, and continuity of care. Practices that prepare early maintain stronger patient retention and avoid gaps in treatment plans. MMA’s experience shows that clinics with structured coverage retain the vast majority of their patient base throughout the leave period.
Securing Qualified Temporary Coverage
Finding the right temporary doctor is essential. Coverage doctors should have:
- An active state chiropractic license
- Malpractice insurance
- Technique compatibility
- Experience with common chiropractic note taking systems
- Strong patient communication skills
MMA Chiropractors matches practices with credentialed doctors based on technique, patient demographics, software familiarity, and clinic workflow. We recommend beginning the coverage planning process as soon as the leave is announced to ensure the best fit.
Preparing Your Practice for the Transition
A smooth transition includes:
- Patient communication: Announce the temporary doctor 4–6 weeks in advance.
- Operations manual: Provide written procedures for daily tasks, documentation, billing, and clinical protocols.
These steps help maintain consistency and reduce first-week errors.
Maintaining Quality During Coverage
Quality control ensures your practice continues to operate at your standards.
Practices often use:
- Weekly chart reviews
- Staff feedback loops
- Clear escalation pathways for clinical questions
- Patient satisfaction check-ins
Temporary doctors should feel supported while also being able to operate independently.
The MMA Advantage
With more than three decades of experience, MMA Chiropractors provides:
- Credentialed temporary doctors
- Technique-specific matching
- Nationwide coverage
- Support throughout the assignment
Whether your leave is six weeks or several months, having a reliable coverage plan protects your practice, your patients,
and your peace of mind.
Need maternity leave coverage?
Contact MMA Chiropractors at 1-800-501-6111 to discuss your timeline and requirements.
What Are the Legal Requirements for Maternity Leave in Chiropractic Practices?
The Family and Medical Leave Act (FMLA) requires covered employers to provide up to 12 weeks of unpaid, job-protected leave for childbirth and newborn care, but applies only to practices with 50 or more employees within a 75-mile radius and to employees who have worked 1,250 hours in the preceding 12 months.[1] Most chiropractic practices operate with fewer than 50 employees and therefore fall outside FMLA coverage mandates.
However, practice owners still face professional obligations to maintain patient care standards and may be subject to state-specific leave laws that extend beyond federal requirements.
Practice owners must verify state-specific requirements through their Department of Labor office, as non-compliance can result in penalties and employee complaints filed with state agencies.
Even when not legally mandated, providing maternity leave coverage demonstrates professional responsibility and supports employee retention. Associate doctors and staff members who receive adequate leave support are more likely to stay with the practice after they return. Practice owners should document leave policies in employee handbooks and establish coverage protocols before they are needed, as scrambling to find qualified temporary doctors during a compressed timeline often results in suboptimal placements or extended practice closures.
What Should Be Included in a Maternity Leave Coverage Agreement?
A comprehensive coverage agreement must specify the duration, compensation structure, patient care protocols, documentation requirements, and termination conditions in writing before the temporary doctor begins seeing patients.
Verbal agreements create misunderstandings about expectations, payment terms, and scope of practice that lead to mid-assignment disputes and coverage gaps.
Claims-made policies require verification that the retroactive date precedes the assignment start date and that tail coverage will be purchased if the policy lapses after the assignment ends. Occurrence-based policies eliminate tail coverage concerns but may carry higher premiums.
The agreement should explicitly state that the temporary doctor is an independent contractor, not an employee, and bears responsibility for their own tax withholding, licensure maintenance, and continuing education. Including a non-solicitation clause prevents the temporary doctor from recruiting patients or staff after the assignment concludes. We recommend 12-month non-solicitation periods for assignments exceeding 8 weeks.
Frequently Asked Questions
How far in advance should I start looking for maternity leave coverage?
Begin your search 8-12 weeks before the anticipated leave start date to allow time for credential verification, contract negotiation, and practice familiarization. The best temporary doctors book their schedules 6-8 weeks in advance, particularly during peak placement seasons in summer and around year-end holidays.
Can I require my associate doctor to cover my maternity leave without additional compensation?
Employment agreements should specify coverage expectations and any additional compensation for assuming ownership responsibilities during leave periods. Requiring significantly expanded duties without additional compensation may violate the employment agreement and create retention risks.
What happens if the temporary doctor and my patients don’t mesh well?
Coverage agreements should include a 3-5 day trial period allowing either party to terminate without penalty if the fit is poor. After the trial period, include a 7-14 day notice requirement for termination to allow time to secure replacement coverage. Agencies like MMA Chiropractors typically provide replacement doctors within 5-7 days if performance issues arise.
Do I need to change my malpractice insurance when hiring temporary coverage?
Contact your malpractice carrier to notify them of the temporary arrangement and verify coverage extends to independent contractors working in your practice. Most policies cover temporary doctors as additional insureds, but some carriers require policy endorsements or charge nominal fees for temporary coverage periods.
How do I handle patients who refuse to see the temporary doctor?
Offer to reschedule these patients for after your return, or provide referrals to nearby practices if they need immediate care. Document patient refusals to protect against abandonment claims. A small share of patients decline temporary coverage, and early communication reduces that number.
Costs vary by practice. MMA Chiropractors provides individualized quotes rather than published rates, because every practice differs on hours, patient volume, location and assignment length. Contact us for a quote tailored to your practice.
Related Resources:
Planning for maternity leave protects your practice, your patients, and your professional reputation. Whether you need coverage for six weeks or six months, establishing clear agreements, maintaining quality standards, and working with experienced placement agencies ensures continuity of care and financial stability. Request a qualified temporary doctor or call 1-800-501-6111 to discuss your coverage needs.
Reviewed by the MMA Chiropractors Team. Updated September 2026.
References
- U.S. Department of Labor, Wage and Hour Division. Family and Medical Leave Act. https://www.dol.gov/agencies/whd/fmla
- U.S. Department of Labor, Wage and Hour Division. State Family and Medical Leave Laws. https://www.dol.gov/agencies/whd/state/contacts