Decoding Doula Income: Exploring Paths to Financial Wellness
We connected with one doula representing each of the primary career paths: agency employee, contractor doula (primarily working with agencies), and independent doula (mainly self-employed). They provided us with details on their income, hourly rates, pension contributions, and more. While our sample size is limited to three doulas, our long-term goal is to expand this research with a larger and more diverse group of professionals.
All financial figures discussed here are in Canadian dollars ($).
Year-End Bonus
Some birth companies offer year-end bonuses to employees based on the business’s performance that year, typically ranging from 3-15% of an individual’s salary. In our study, the agency employee received a $1500 bonus, while neither the contractor nor the independent doula received one. This disparity is expected since contractors aren’t tied to a single agency, and independent doulas wouldn’t typically receive year-end bonuses.
Other Bonuses
Throughout the year, additional bonuses may be awarded for various achievements, such as reaching milestones or taking on extra clients. Our agency doula received over $1200 in additional bonuses, including refunds for training, insurance premiums, and special initiatives at her agency.
Annual Salary
Interestingly, both the employee doula and contractor reported nearly identical annual salaries, at $56,400 and $56,000, respectively. The key difference lies in the deductions, affecting their actual take-home pay. The independent doula reported a salary of $14,060, significantly lower than the others. However, this doesn’t imply inferiority; for many doulas, this work serves as a side hustle or part-time endeavor, aligning with their lifestyle and financial goals.
Average Take-Home Pay
Now, let’s discuss the final take-home pay. Among the doulas we surveyed, the agency employee had the highest take-home pay at $46,758.20, followed by the contractor doula at $40,173, and the independent doula at $11,643.46. The variance between the contractor and agency employee boils down to factors like bonuses, paid vacation, insurance, administrative costs, and sales and marketing expenses, which can significantly impact yearly earnings.
While maximizing income might not be everyone’s primary goal, it’s clear from this comparison that working as an employee tends to yield higher financial returns. However, selecting the right path depends on various factors beyond income alone. You may prioritize the flexibility of an independent doula, the stability of working with an agency, or the autonomy of being a contractor. Regardless of your choice, we hope this blog has empowered you to make a well-informed decision about your doula career.
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