Independent practices are no strangers to pressure. Between rising client demand, recruitment challenges, and tighter margins, every member of the team needs to be working to their full potential.
Yet in many clinics, one of the most valuable resources—the Registered Veterinary Nurse (RVN)—is still underutilised.
Veterinary nurses bring an exceptional level of clinical knowledge, practical skill, and client-facing ability. And in a profession where time and energy are always in short supply, fully involving your RVNs is one of the most effective ways to ease the load on vets, improve workflow, and boost morale—without needing to hire more staff.
The Untapped Potential of RVNs
Veterinary nurses are some of the most skilled professionals in the practice, with capabilities that extend far beyond patient restraint and post-op cleaning. Yet in many practices, the full breadth of their expertise isn’t being utilised.
Despite their clinical training, RVNs often find themselves spending a disproportionate amount of time on tasks that could be delegated or streamlined—while under-pressure vets juggle consultations, diagnostics, and follow-ups that could be shared with the nursing team.
For independent practices working with leaner teams, recognising and unlocking that nursing potential can be a game-changer.
Five Ways to Maximise Your RVNs’ Contribution
1. Run Nurse-Led Clinics
Nurse clinics are a cost-effective way to offer additional client care without adding to the vet’s caseload. From preventative healthcare to long-term condition support, RVNs are well placed to lead:
Puppy & kitten checks
Weight clinics and nutrition advice
Dental checks
Senior pet MOTs
Suture removals, bandage changes, and post-op care
Bonus: Nurse clinics create continuity and rapport with clients, helping to build loyalty to the practice—not just to the vet.
2. Use Schedule 3 Procedures to Reduce Vet Workload
Under Schedule 3 of the Veterinary Surgeons Act, RVNs can perform certain medical treatments and minor surgical procedures under vet direction. With appropriate delegation and documentation, this can ease the pressure on vets while maintaining high clinical standards.
Tasks might include:
Scale and polish under general anaesthetic
Lump or mass removals (as appropriate)
IV catheter placement and fluid therapy
Wound management and dressing changes
Tip: Introduce Schedule 3 gradually, with clear protocols, case selection, and mentorship to build confidence—for both the nurse and the vet.
3. Delegate Client Communication and Follow-Up
Client communication is a huge time drain for vets, particularly when it involves long-term management or repeated education. Empowering RVNs to handle these interactions can improve both efficiency and patient care.
Examples:
Post-diagnosis education (e.g. diabetes, osteoarthritis)
Behaviour advice and support
Medication or parasite plan discussions
Discharge instructions and home care
Clients often feel more comfortable asking detailed questions in these settings, and RVNs are excellent at translating clinical advice into practical action.
4. Invest in RVN Development and Career Progression
Independent practices may not have formal “career ladders,” but that doesn’t mean nurses can’t progress. Supporting your RVNs in pursuing certificates, clinical coaching roles, or leadership responsibilities is a powerful way to retain talent and boost motivation.
Ways to support RVN development:
Fund CPD in areas like anaesthesia, dentistry, or behaviour
Encourage RVNs to lead on protocols or nurse training
Offer protected time for clinical coaching or EMS supervision
Investing in nurses often pays back quickly in morale, loyalty, and clinical output.
5. Promote a Culture of Respect and Autonomy
It’s easy—especially in small teams—for RVNs to become the default “do-everything” person. But consistently recognising their professional role is key to keeping nurses engaged.
Small changes with big impact:
Involve RVNs in clinical decision-making
Refer to them as the lead on a case when appropriate
Publicly acknowledge their contribution in meetings or client feedback
This builds pride, encourages initiative, and helps clients see RVNs as trusted professionals—not just support staff.
Why This Matters for Independent Practices
Independent clinics don’t always have the luxury of hiring extra hands or redistributing workload through corporate structures. But what they do have is flexibility, agility, and close-knit teams—the perfect environment to nurture and empower RVNs.
By unlocking the full potential of your nursing team, you can:
✅ Increase capacity without increasing headcount
✅ Reduce burnout and time pressure on vets
✅ Offer more personalised client care
✅ Improve staff retention and satisfaction
✅ Enhance clinical outcomes—without losing your independence
Your RVNs are more than just helping hands—they’re qualified, capable professionals ready to step up. Give them the support, structure, and trust to do so, and your entire practice will feel the benefit.
In the world of independent practice, smart use of your RVN team isn’t just helpful—it’s essential. At Vetted Recruitment, we're a nurse-led team, so fully appreciate the power of the RVN. If you're looking for your next superstar nurse, get in touch at contactus@vettedrecruitment.co.uk