Keeping Vets and Vet Nurses Happy: Why Candidate Retention Matters in the Veterinary World
A vet nurse once told me about a colleague who left their practice just three months after joining. The team had spent weeks covering shifts until the new hire started, only to find themselves short-staffed all over again. Morale dipped, stress levels soared, and clients started noticing the cracks.
Sound familiar?
This is the reality in many veterinary practices today. Finding good people is hard—but keeping them? That’s the real challenge.
Right now, practices everywhere are competing for the same pool of talent. So, if someone joins your team and then leaves six months later, you’re back to square one. Not only is that stressful for the practice, but it also puts extra pressure on the rest of the team (and that doesn’t help morale either).
That’s why candidate retention is the real game-changer. It’s not just about bringing in good people—it’s about giving them reasons to stay.
Why do vets and nurses move on so quickly?
There’s no single reason, but a few challenges keep popping up across the sector:
Burnout is real – Long hours, emotional caseloads, and staff shortages take their toll.
Work–life balance is hard to find – Out-of-hours work and weekend shifts can make personal time tricky.
Money talks – With demand so high, candidates know they can find better pay or benefits elsewhere.
Limited progression – Especially in smaller practices, career growth can feel like a dead end.
How can practices keep hold of great people?
The good news is there are practical steps practices can take to improve retention. Here are some ideas that really make a difference:
1. Make wellbeing a priority
Encourage breaks, offer flexible shift patterns where possible, and make sure your team has access to mental health support. A culture that genuinely cares about staff wellbeing goes a long way.
2. Offer fair (and clear) pay
It’s not always about having the highest salary, but being transparent and competitive matters. Extra perks—like CPD funding, healthcare, or extra holiday—can also be big motivators.
3. Create career opportunities
Whether it’s advanced CPD, mentoring, or leadership training, giving people a clear path to grow keeps them engaged and less likely to look elsewhere.
4. Build a positive culture
This one’s huge. People want to work in a place where they feel valued and supported. Simple things like team socials, regular check-ins, and celebrating wins make a big difference.
5. Nail the onboarding process
First impressions count. A welcoming, structured start helps new team members settle in quickly and feel part of the team from day one.
Final Thoughts
Statistics show that 70% of veterinary staff are much less likely to leave if they believe their career has a future and only 34% of veterinary staff have been in their current role for less than a year..
The veterinary sector is fast-paced, demanding, and full of challenges—but it’s also one of the most rewarding professions out there. Practices that focus on retention, not just recruitment, will build stronger, happier teams who stick around for the long haul.
After all, it’s not just about filling roles—it’s about creating workplaces where talented vets and nurses actually want to stay.