Top 5 Strategies to Reduce Veterinary Staff Turnover in 2026
Veterinary practices across the UK are facing a staffing landscape unlike anything we’ve seen before. Caseloads are rising, expectations are shifting, and competition for talented vets and nurses remains fierce. As a result, retention has become just as important—if not more so—than recruitment.
At Vetted Recruitment, we speak daily with professionals at all stages of their careers and see clear trends in what makes them stay, as well as what drives them away. The good news? Many of the most effective retention strategies are practical, achievable, and can start making a difference almost immediately.
Below, we explore the Top 5 Strategies to Reduce Veterinary Staff Turnover, based on real conversations, real placements, and real insights from the practices that are thriving.
1. Move Beyond “Work–Life Balance”—Create Predictability
Vets and nurses today value control over their time more than ever. It isn’t about working fewer hours; it’s about knowing their hours.
Practices that successfully retain staff focus on:
Predictable rotas with minimal last-minute changes
Consistent break times
Clear boundaries around overtime
Flexible scheduling for personal commitments
Predictability reduces stress, improves wellbeing, and builds trust—key ingredients of staff loyalty.
2. Make Job Ads Accurate, Transparent, and Human
Turnover often begins long before a new hire starts—at the job advert stage. When ads are vague or overly optimistic, expectations become mismatched, leading to early dissatisfaction.
In 2025, the strongest job ads:
Clearly describe caseload, pace, facilities, and support
Highlight development opportunities and autonomy
Convey the practice’s culture authentically
Explain what success in the role looks like
Transparency attracts the right candidates—and makes them far more likely to stay.
3. Invest in Structured Mentorship for Early-Career Vets
Graduates and developing vets thrive when they feel supported, guided, and reassured. When they don’t, they leave—quickly.
High-retention practices create:
A structured mentorship plan from day one
Protected time for case discussions and review
Regular feedback loops
A supportive environment for building confidence
Mentorship isn’t just a “nice to have”—it’s a retention engine.
4. Create a Culture People Are Proud to Be Part Of
Culture isn’t something you can fake. It’s built from small daily interactions, consistent leadership, and genuine care.
Teams stay when they feel:
Heard
Respected
Safe to ask questions
Supported in stressful moments
Appreciated for their contribution
Culture is the number one reason professionals approach us looking for a change. When practices consciously invest in it, turnover drops dramatically.
5. Keep Your Compensation Competitive—but Also Clear
While salary doesn’t solve everything, it does need to be fair and competitive. What candidates want most in 2025 isn’t necessarily the highest pay—it’s clarity.
Attractive compensation packages often include:
Transparent salary bands
Clear progression pathways
Protected and funded CPD
Equitable OOH arrangements
Thoughtful wellbeing benefits
When a package feels fair and future-focused, people feel valued.
Final Thoughts
Reducing turnover isn’t about finding “perfect” candidates—it’s about building an environment where talented individuals can thrive, grow, and feel supported.
At Vetted Recruitment, we help practices refine their hiring approach, attract the right fit, and build long-term staffing stability. If you’d like personalised advice or a free Recruitment Health Check, our team would be happy to help.