Retention in 2025: How to Keep Your Best Veterinary Staff
Recruitment may be tough — but retention is just as critical. In today’s veterinary market, where candidates are in demand and vacancies are costly, losing a good vet, nurse, or support team member can set your practice back months and cost thousands.
The good news? With the right strategies, you can dramatically improve retention, strengthen your culture, and reduce the stress of constant turnover.
1. Rota & Work–Life Balance
The number one factor driving staff to leave isn’t always pay — it’s the rota.
Too many weekends, late nights, or OOH shifts push people away.
Flexible options (condensed weeks, part-time, job shares) can make the difference between keeping and losing a valued team member.
2. Recognition & Appreciation
Veterinary professionals often tell us they feel undervalued. A simple “thank you” goes a long way — but structured recognition matters too:
Regular one-to-ones.
Praise in team meetings.
Celebrating successes publicly.
When people feel seen, they’re more likely to stay.
3. Career Development & CPD
If staff can’t see a future with you, they’ll look elsewhere.
Support CPD — not just financially, but by giving protected time off.
Offer clear progression pathways (lead nurse, clinical director, practice manager).
Encourage mentoring and certificate study.
Investing in people is one of the most effective ways to keep them.
4. Pay & Packages
While rota and recognition are key, pay can’t be ignored. With the cost of living rising, if salaries don’t keep pace, people will move.
Benchmark your packages against current market levels.
Remember: benefits matter too — holiday, accommodation, relocation support, and flexible working often carry as much weight as salary.
5. Team Culture
Toxicity is one of the fastest ways to lose staff. Even one difficult colleague or poor manager can unravel morale.
Prioritise good communication.
Intervene early when issues arise.
Foster a supportive, respectful environment where people feel part of something bigger.
6. Management Matters
Strong leadership is critical to retention. Staff leave managers more often than they leave practices.
Train managers in communication and people skills.
Encourage openness, transparency, and consistency.
Make sure managers are accessible and supportive.
7. Listen to Your Team
The best retention strategy is simple: ask.
Regular staff surveys, anonymous feedback, or open forums reveal what people need.
Acting on feedback shows staff you value their voice.
The Vetmatch Perspective
At Vetmatch, we see both sides of the story. Candidates often come to us not because they want more money, but because they want:
A better rota.
More support.
Stronger progression opportunities.
To feel valued and appreciated.
Sometimes, those needs can be met by the current employer — if they act in time.
Final Thought
Retention isn’ tjust about keeping costs down — it’s about building a thriving, motivated, and stable team. With the right culture, recognition, and progression opportunities, your best staff won’t just stay — they’ll grow with you.
And if you’re already facing gaps, Vetmatch is here to help you fill them quickly — and with candidates who’ll want to stay long-term.