Private Chef Employment Contract: Salary and Additional Client Work (Service Provider Guide)

Private chefs often straddle two worlds: you’re a culinary artist and a business operator. You may be paid a salary by a household, a family office, or an individual employer—yet you might also receive requests to cook for their friends, cater an off-site event, or take on additional clients independently. If you don’t address this clearly in writing, “helpful flexibility” can turn into unpaid overtime, scheduling conflicts, or disputes over who owns your time.

This guide breaks down how a chef employment contract should handle salary and additional client work—from the perspective of you, the service provider. We’ll cover practical clauses, negotiation tips, and common pitfalls so you can protect your income, schedule, and professional reputation. Along the way, you’ll see how a private chef service agreement, personal chef employment agreement, or private chef contract template can be tailored to your situation.

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Why salary + extra client work is the #1 friction point for private chefs

In many private chef roles, the job description evolves quickly:

• “Can you also do weekend brunch?”
• “Our friends are visiting—can you cook for 12?”
• “Can you cater a birthday at our other property?”
• “Would you be open to cooking for my sister once a week?”

These requests may be reasonable—but only if the contract defines:

1. What your salary covers (hours, services, availability)
2. When additional work triggers extra pay
3. Whether you can take outside clients
4. Who pays for travel, groceries, assistants, rentals, and gratuities
5. How scheduling, approval, and cancellations work

Without clear terms, you risk “scope creep” where the job expands while compensation stays fixed.

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Employment contract vs. service agreement: which are you signing?

Before negotiating salary and outside work, confirm your legal relationship:

1) Chef Employment Contract (W-2 employee style)

A chef employment contract typically means the employer controls your schedule, provides tools/resources (sometimes), and pays wages/salary with payroll taxes withheld. This format often includes policies on exclusivity, overtime eligibility, and benefits.

2) Private Chef Service Agreement (independent contractor style)

A private chef service agreement often applies when you’re a business providing services. You invoice, control how you work, carry your own insurance, and may have multiple clients.

3) Personal Chef Employment Agreement (hybrid reality)

A personal chef employment agreement sometimes blends employment features (weekly salary, set schedule) with “project” features (special events, travel days, extra households). Many disputes happen when the contract is vague about which parts are “included.”

Service provider tip: Even if you’re being hired as an employee, you can (and should) negotiate clear add-on rates and boundaries for extra client work.

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Salary: what it should cover (and what it shouldn’t)

A salary can be a great deal—predictable income, stable schedule, and deeper relationship with the client. But salary only works if the “included” scope is defined.

Key salary provisions to pin down

In your private chef contract template (or a custom agreement), consider spelling out:

• Base salary amount (and pay frequency)
• Workdays and typical hours (e.g., Mon–Fri, 10am–7pm)
• Meal service expectations (breakfast/lunch/dinner; plated vs family-style)
• Household size and typical guest count
• Shopping and prep time included in the role
• Menu planning frequency and approval process
• Travel expectations (local vs out-of-state; number of travel days)
• Special events per month included (if any)

Common salary pitfalls for private chefs

• “As needed” availability without boundaries
• Unlimited dinner parties implied as part of the role
• Weekend work creeping in regularly
• Multiple properties added later without compensation
• Overnight travel treated as “just part of salary”

If the household expects high availability, your salary should reflect that—or the contract should provide for overtime/extra pay.

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Additional client work: define the categories clearly

When clients ask for more, you need a clean framework. A strong personal chef employment agreement often separates extra work into three buckets:

Category A: Additional work for the same employer (in-scope vs add-on)

Examples:

• Extra guests beyond a defined headcount
• Off-site events for the employer
• Holiday meals, parties, or extended family visits
• Second property coverage
• Added meal services (e.g., adding breakfast daily)

Contract approach: Include a baseline scope, then define add-on fees that kick in when requests exceed it.

Category B: Work for the employer’s friends/family (referrals)

Sometimes the employer “volunteers” you to cook for someone else. Decide whether:

• It’s treated as employer work (employer pays), or
• It’s a separate client engagement (new client pays you directly)

Service provider tip: This is where misunderstandings are most common. Address it explicitly.

Category C: Your independent outside clients

If you want the freedom to do pop-ups, meal prep clients, or event catering on off-days, you need clarity on:

• Non-exclusivity (or limited exclusivity)
• Non-solicitation (you won’t poach their friends/contacts)
• Scheduling priority
• Conflict-of-interest rules (e.g., competing households, same neighborhood)

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How to structure compensation for additional work

There’s no single “best” method. The goal is to make it easy to quote, easy to approve, and easy to invoice.

Option 1: Hourly add-on rate (simple and transparent)

For additional hours beyond the normal schedule, define:

• Your hourly rate
• When it applies (after X hours/day or outside agreed days)
• Minimum call time (e.g., 4-hour minimum)

This is especially helpful for:

• Last-minute dinners
• Weekend coverage
• Extended guest stays

Option 2: Per-event fees (best for dinner parties and off-site events)

Define event packages such as:

• Dinner party (up to 8 guests): $___
• Additional guests: $___ per person
• Off-site event fee: $___ + travel
• Staffing coordination fee: $___ (if you hire servers/bartenders)

This works well because events are easy to identify and price.

Option 3: Day rate + travel premium (best for trips and remote properties)

If you travel with the employer:

• Day rate for travel days (even if not cooking)
• Per diem expectations (who pays meals)
• Lodging standard and privacy (private room)
• Overtime triggers
• Reimbursement timing

Option 4: Retainer for “on-call” availability

If they want flexible access:

• Monthly retainer guaranteeing priority access
• Reduced per-event or hourly rates under the retainer
• Clear blackout dates and notice requirements

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Approval, scheduling, and notice: protect your calendar

A chef can’t run a professional life on vague texts. A strong chef employment contract should include an operational process:

Define a request and approval workflow

• Requests must be made by a certain time (e.g., 72 hours for standard meals, 2 weeks for events)
• Changes within a short window trigger an additional fee
• Written approval (email/text acceptable) required before you commit

Include cancellation terms

For events and additional client work, consider:

• Cancellation within 7 days: __%
• Cancellation within 72 hours: __%
• Same-day cancellation: __% or full fee
  This is especially important when you’ve already ordered product or hired staff.

Clarify blackout dates and time off

• Vacation days, sick days (if employment)
• Days you’re unavailable for outside work
• Holidays: included or premium pay?

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Expenses and reimbursements: don’t let “salary” swallow your costs

Salary should not mean you quietly absorb business expenses. Your agreement should address:

• Groceries and supplies: who pays, how purchases are made, and what’s reimbursable
• Equipment: knives, smallwares, appliances—who owns what?
• Mileage/tolls/parking: reimbursement rate and submission method
• Staffing: servers, dishwashers, bartenders—who hires and pays?
• Wine pairings/alcohol: who selects and who pays?
• Client-requested specialty items: pre-approval requirement

Best practice: State reimbursement timing (e.g., within 7 days of submitting receipts).

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Exclusivity, non-compete, and non-solicitation: negotiate realistic boundaries

Many employers ask for exclusivity. That can be fair—if they’re paying for it. The contract should match the reality of your schedule and income needs.

Exclusivity (what’s reasonable)

• Full exclusivity (no outside clients) typically requires higher salary/benefits.
• Limited exclusivity could mean: no work during scheduled hours; no direct competitors; no work for acquaintances without approval.

Non-compete cautions

Non-competes are restricted or unenforceable in many places and often overreach (e.g., “no cooking for anyone within 50 miles for 2 years”). If you see broad language, negotiate:

• A narrower duration and radius
• A focus on non-solicitation instead of non-compete
• Clear exceptions for pre-existing clients

Non-solicitation (usually more reasonable)

You can agree not to actively solicit the employer’s contacts—while still allowing:

• Work that comes to you independently
• Work after your employment ends, if they approach you without solicitation (define it)

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Confidentiality and social media: protect the client and your portfolio

Private chef roles often involve sensitive information. A confidentiality clause is standard. But watch for terms that block your ability to market yourself.

Consider negotiating:

• Permission to use anonymized photos of dishes
• Approval process for posting
• Prohibition on revealing addresses, schedules, or guest identities
• NDA limits that don’t prevent you from listing the role on a resume (e.g., “Private Household, City/State”)

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Performance expectations and scope creep: define what “good” looks like

A contract helps avoid misunderstandings about quality and service level:

• Dietary requirements and allergy protocols
• Health and safety standards (ServSafe, local regs)
• Household kitchen standards (cleaning responsibilities)
• Plating/service expectations (buffet vs plated)
• Communication cadence (weekly menu review, pantry list)

If you’re expected to do non-chef duties (laundry, childcare, housekeeping), put that in writing—or exclude it.

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Sample clause topics to include in a private chef contract template (salary + extra work)

You don’t need “legalese,” but you do need specificity. A well-built private chef contract template or private chef service agreement commonly includes:

1. Position & Scope of Services (what’s included in salary)
2. Work Schedule & Location(s) (properties, travel expectations)
3. Compensation (salary + pay frequency)
4. Additional Services Fees (hourly/event/day rates; guest thresholds)
5. Expenses & Reimbursements (groceries, mileage, staffing)
6. Outside Client Work (allowed/not allowed; conflicts; scheduling priority)
7. Approval & Cancellation Terms (events and off-site work)
8. Confidentiality & Publicity (social media, photos, references)
9. Term & Termination (notice period, severance if any)
10. Dispute Resolution (governing law, mediation/arbitration if desired)

If you’re reviewing a personal chef employment agreement, look for these headings even if the document uses different labels.

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Negotiation checklist for private chefs (service provider perspective)

When salary and additional client work are on the table, ask these questions before you sign:

• What days/hours am I expected to be available?
• How many meals per day are included?
• What guest count is “normal,” and when do add-on fees apply?
• Are weekend events included? If yes, how many per month?
• What is the hourly or per-event rate for additional work?
• Can I take outside clients? If limited, what’s the rule?
• Who pays for groceries, travel, staff, and equipment?
• How far in advance will schedules be provided?
• What happens if an event is canceled last minute?
• Is there a non-compete or exclusivity clause? If so, is compensation adjusted?

A contract is not about distrust—it’s about setting expectations so you can deliver consistently and professionally.

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Final thoughts: protect your craft, time, and income

A well-drafted chef employment contract can be a career anchor—steady salary, strong client relationship, and space to do your best work. But the contract must spell out how additional client work is handled, whether for the same employer, their network, or your independent clients. Using a solid private chef service agreement or private chef contract template framework helps you price extras correctly, avoid scope creep, and keep your calendar under control.

If you want to generate and customize clauses for salary, add-on event fees, outside client work rules, and reimbursements faster, you can build a draft using Contractable, an AI-powered contract generator: https://www.contractable.ai

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Other questions you may ask to keep learning

• How do I price private chef services for dinner parties vs weekly meal prep?
• What’s a fair hourly rate for additional hours if I’m on a salary?
• Should I agree to exclusivity in a personal chef employment agreement?
• How can I handle tips and gratuities in a private chef service agreement?
• What insurance should a private chef carry (liability, workers’ comp, etc.)?
• How do I write a cancellation policy that clients will accept?
• What clauses help protect me from last-minute schedule changes?
• Can I include a yearly raise or performance bonus structure in the contract?
• How do I handle intellectual property—who owns my recipes and menus?
• What’s the best way to document reimbursements and pantry spending?