Working Conditions for Massage Therapists in BC - A Safety Perspective

A brief overview of clinic-based contracting arrangements and their implications for workplace safety and reporting

Executive Summary

Registered Massage Therapists in British Columbia face recognized risks of workplace violence, harassment, and unsafe patient interactions, yet many work under independent contractor agreements that may leave responsibility for workplace safety unclear.

A review of multiple clinic agreements suggests a consistent pattern: clinics often control scheduling, fees, patient access, billing systems, and operational processes, while practitioners remain classified as independent contractors. In most industries, when an organization controls these core elements of work, the worker is more likely to be treated as an employee rather than an independent business.

This classification gap may limit access to workplace safety protections, reporting pathways, and accountability mechanisms. In a profession where survey data has identified high rates of harassment and boundary violations, this raises important questions about whether current working arrangements adequately protect practitioners, patients, and the public interest.

The Core Problem

Many Registered Massage Therapists (RMTs) in British Columbia are classified as independent contractors.

However, a review of current clinic agreements suggests that many of these working arrangements function more like employment in practice, with clinics retaining significant control over scheduling, fees, patient relationships, and operations.

This creates a gap between how the work is labeled and how it is actually performed.

What This Looks Like in Practice

Across multiple clinic agreements currently in use in BC, common features include:

• Clinics setting practitioner schedules and hours of work

• Clinic-controlled pricing and centralized billing systems

• Restrictions on contacting or continuing care with patients outside the clinic

• Non-competition clauses limiting where practitioners can work after leaving

• Requirements to use clinic systems and follow internal policies

In most industries, when a worker does not control these aspects of their work, they are typically considered an employee rather than an independent contractor.

Why This Matters

This structure may have implications beyond classification alone.

It can affect:

• Workplace safety: unclear responsibility for reporting or addressing unsafe conditions

• Worker protection: limited access to employment standards and protections

• Patient care: disruptions in continuity of care when practitioners cannot follow patients

• Workforce stability: increased burnout and difficulty leaving unsafe or unsustainable environments

National and provincial surveys of Registered Massage Therapists have reported a high prevalence of workplace harassment and boundary-related incidents within the profession.
Despite this, many practitioners report uncertainty about reporting pathways or concern about professional consequences of speaking up.
Where working arrangements limit independence or create unclear lines of responsibility, this may further reduce visibility into workplace risks.

What the Evidence Shows

This analysis is based on:

• Review of multiple clinic agreements currently in use in British Columbia

• Consistent structural patterns identified across those agreements

• Supporting analysis outlined in accompanying briefing materials

These patterns suggest this may represent a broader structural model within the profession, rather than isolated cases.

What May Warrant Further Examination

• How current working arrangements align with labour classification frameworks

• Whether workplace safety and reporting systems are functioning as intended

• How these structures may affect regulatory visibility into real-world practice environments