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My story 

Before I start, I thought I’d give you some back information about why I’m qualified to tell you about the current vet shortage. Just before the summer 2 years ago, amidst the pressures of the COVID-19 pandemic, I fell out of love with being a vet. A profession I had dreamt of being in for as long as I could remember. A profession I had dedicated my life to entirely, one in which I had thrived within for over 10 years. From years in mixed animal practice, treating animals whilst battling the elements, to running a branch of a small animal clinic, I was enthusiastic, hard-working, and emotionally invested in my clients and their pets.

I loved everything about being a vet, the community, the clients, working with families to make their pets better and helping stop their suffering. Then one day, the shine had just gone. What happened you might ask?

The veterinary profession carries a high-stress burden; with busy days and long hours, a daily rollercoaster of emotions whilst helping sick pets through the worst of times. Where once this was my passion, the pandemic and added pressures associated with it, alongside my own deteriorating health, made it impossible to see a place for myself to continue safely caring for others. I was always a deeply empathetic vet, giving as much as I could to every patient, I really cared, as many of my clients would attest to, and I was proud of that fact. But I’d finally given more of myself than I had to give. I was suffering from burnout and exhaustion which precipitated fibromyalgia, and exacerbated a hormonal condition, endometriosis.

I’ve taken the last 2 years to take care of myself and find a new passion in medical writing. I love using my knowledge to help pet owners understand their pet’s health and feel confident in making medical decisions to continue enjoying their lives together. I have found a new way to give to the veterinary community, without it compromising my own health. But I do worry about my colleagues on the ground, still trudging through doing their best to keep pets healthy. That brings me to this blog: 

What’s happening in vet practices up and down the country?

Vet shortages are a key challenge facing the veterinary profession. While this is not a new situation, the issue has been exacerbated significantly by recent events; including the additional pressures on the profession brought by:

Changes to the situation of EU vets caused by Brexit 

Veterinary surgeons from the EU were surveyed in 2018. Over half of surveyed vets said they felt less welcome in the UK since the Brexit vote. 37% said they were now more likely to leave the UK. Some were contemplating leaving the UK; a third said they were considering a move back home, while a fifth were actively looking for work outside the UK. This obviously results in less staff available in the UK veterinary industry. And so Brexit is a contributing factor to the chronic understaffing of a lot of veterinary clinics. 

The Covid-19 pandemic 

In the summer of 2020, veterinary practices as we knew them changed significantly in response to the pandemic and the pet boom that followed. Strict Covid restrictions with a skeleton staff meant the team had to learn to adapt fast to new consulting styles, collecting patients from the car park and reassuring worried owners whilst trying to treat their pets. Staff bounced between roles trying to fill the gaps to be able to get pets home well again. Covering reception, answering phones, filling prescriptions, operating, and consulting all in a chaotic dance to get through the day and help as many pets as possible. Vets reported additional stress due to a change in shift pattern; often requiring additional unpaid overtime and including additional responsibilities outside of their usual job description; i.e., cleaning, answering the phones etc due to staffing problems associated with the pandemic. 

The pandemic is a contributing factor to burnout and exhaustion experienced by many UK vets; this leads to some leaving the industry altogether. Therefore resulting in veterinary practices being understaffed. 

An increase in demand for vets driven by a surge in pet ownership in the UK 

The UK saw a surge in new pets as people flocked to seek comfort in a new family friend. Already busy clinics were pushed to the max, swamped with lockdown puppies and kittens needing check-ups, vaccinations, neutering and treatments. The days intensified, becoming busier and busier with more and more demands to be met. 

In the July/ August 2021 survey conducted by The Royal College of Veterinary Surgeons (RCVS), it was found that 80% of vets reportedly saw an increase in their caseload due to a rise in animal ownership. Over 65% of vets claimed to be feeling the effects of burnout and exhaustion as a result. 

The cost of living crisis

The rise in the cost of living has made the cost of veterinary care a concern for owners who suddenly find themselves with less disposable income. More often now, treatment plans are being driven by financial constraints rather than best medical practice for the pet/patient. This results in additional stress for vets struggling to maintain a high standard of care. 

Communication can be strained when trying to juggle the different pressures of finances, medical decisions, and pet health. Vets report seeing an increase in abuse towards veterinary staff as a result of financial strain on owners wanting to provide care for their pets. Almost 60% of vets experienced some form of intimidation on the job in 2020, according to the British Veterinary Association (BVA).

As you can see recent years have added to the strain. But poor mental health is a long-term issue within the veterinary community. Vets have a suicide rate four times higher than the national average. And twice as high as other healthcare professionals, according to Oxford’s Centre for Suicide Research. 

Why is there a vet shortage?

The last few years have seen us enjoying pets in our families more than ever, which is great for pets, but what has that meant for us vets? Within the last 5-6 years the veterinary profession, like a lot of the UK, has experienced some quite unique and significant challenges and pressures. The challenges of the Covid-19 pandemic, changes to the situation of EU vets caused by Brexit, and an increase in demand for vets driven by a surge in pet ownership in the UK and now the cost of living crisis, are changing the face of the veterinary industry and how it works. So, what is being done to support the veterinary teams in the current climate to make sure there are still people out there to help your pet?

What is the RCVS (Royal College of Veterinary Surgeons) doing to support vets?

The RCVS are aware of the evolving nature of the veterinary industry and the recent stresses and strains that have brought new challenges. The RCVS have been investigating the effects of different shift patterns, job satisfaction and working conditions. Through their research, they have identified key problem areas and developed plans to tackle them. 

Here’s how: 

  • The Workforce Action Plan/ ViVet – An initiative planning out actions to recruit, retain and return vets to the industry. 
  • The Mind Matters Initiative – to improve the professions’ mental well-being and understanding of mental health.
  • Education/ Vet GDP (graduate development programme) – to support young professionals and those returning to work after a career break. 
  • RCVS Leadership initiative – the online resource to help everyone in the profession, regardless of career stage, to learn key leadership and delegation skills.
  • RCVS knowledge base – The charity partner of the RCVS, the knowledge hub for veterinary professionals will continue to provide free training, tools, and resources

The Workforce Action Plan

The RCVS, through their VIVET network, have developed a workforce action plan to tackle the staffing crisis, working on the three R’s – recruitment, retention, and return. The first SUMMIT was held in November 2021. 

The workforce action plan, published in November 2022 is still being developed further throughout 2023. It aims to address the six key themes identified in research to be driving the shortage:

  • Readiness for work 
  • Work-life balance
  • Workplace culture 
  • Client interactions
  • Career development 
  • Return to work.

Recruitment

In order to tackle the reduction in recruitment of new vets, and the loss of faith/ concern for overseas vets looking to work in the UK the RCVS have set out the following plans:

  • Providing more support and learning materials for overseas-qualified veterinary professionals to help introduce them to working in the UK 
  • Raising awareness of career pathways available to all clinical and non-clinical roles, vets, and vet nurses 
  • The RCVS Veterinary Graduate Development Programme (Vet GDP) Through education and mentoring, this programme establishes successful careers and creates a supportive learning environment from day one of the vet’s career. 
  • Updated vet school accreditation standards that embed expectations, for example, equality, diversity and inclusion, well-being, and leadership. 

Retaining Veterinary Staff

The number of vets and vet nurses leaving the profession every year is unsustainably high. The reasons for people leaving are varied. But some recurring themes are lack of flexible working; being unsatisfied with pay; poor work/life balance; and cultural issues, such as lack of support and working in a high-stress environment as well as lack of job satisfaction. 46% of vet industry leavers have been qualified for 4 years or less. 

The retention plan involves:

  • Clear identification of opportunities for vets and their teams.
  • Creation of specific career pathways within general practice.
  • Leadership and training opportunities through the RCVS Academy initiative that support the professions’ mental health and wellbeing and create inclusive working environments.
  • Ensuring that people know how to access support for personal matters that may impact on their professional life, such as mental health, neurodiversity, and chronic health challenges. 
  • Promoting the variety of CPD (Continuous professional development) that can be undertaken and continuing to promote the Vet GDP and Vet GDP Adviser training.
  • Exploring how to widen access to veterinary work, for example, opportunities for people with disabilities, including those who have become disabled or chronically ill post qualification 
  • Continuing to work with practices accredited under the RCVS Practice Standards Scheme to raise standards, including key areas such as mental health and wellbeing support, professional and career development, and sustainability 
  • Working with RCVS Knowledge, to ensure that the latest evidence is being utilised to improve and advance veterinary medicine

Returning to work

The RCVS want to support vets looking to return to work by: 

  • Utilising the Vet GDP principles for returners, with dedicated marketing and promotion of the Vet GDP programme as a resource for both employers and vets. This supports those needing to get current on their medical knowledge or surgical skills to re-enter the veterinary field at a high standard to provide care to pets.
  • Clearer signposting of free resources for employers and those on a career break, including initiatives such as the Leadership Library, the RCVS Academy, and the Mind Matters Initiative 
  • Using the ViVet innovation project to develop and support trialling of flexible and innovative working methods to encourage people who have previously left their profession to return

The Mind Matters Initiative

In response to their investigations, the RCVS has developed the MIND MATTERS INITIATIVE. 

This initiative aims, within the next 5 years, to tackle mental health within the veterinary industry; supporting veterinary staff; reducing burnout, and increasing retention. The initiative aims to raise awareness, provide training and resources to protect the mental health of veterinary staff and support those that are struggling. 

What can employers do to support their veterinary teams?

Employers can encourage a positive working environment where individuals feel supported, have available role models, and feel valued in their work. Rotas should be designed to allow a healthy -work-life balance. Support should be offered to those with physical and/or mental health issues with reasonable adjustments to working conditions made. Career progression should be encouraged, and further training supported with a good CPD (continuing professional development) budget to help maximise job satisfaction. 

What can pet owners do to support vets?

Remember to be kind. You may be stressed or upset because your pet is sick or injured but remember your vet cares. Often too much! So, remember, your vet wants nothing more than to see you and your pet leave happy and healthy to carry on your lives with joy. But many factors out of their control may make that reality more difficult. If your vet is running late, consider that the pet before you may have been very sick and needed a little more time to help. Wouldn’t you want that for your pet if they were critically ill or injured? Be patient where you can be; everyone is doing their best in difficult times and want to give every patient the best care they can, give them time to do this. 

Is anything being done about the vet shortage?

Yes, the RCVS, clinic owners and vets themselves are working hard to protect the veterinary industry and help vets continue to keep pets safe. I hope this blog has helped you to understand the multifactorial stresses the industry has to overcome in order to keep your pet healthy. So next time you see your vet, remember to be kind. 

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