Starting Your Own Veterinary Practice in the UK
There's nothing quite as exciting - or as rewarding - as starting your own veterinary practice
There’s nothing quite as rewarding as launching a veterinary practice. It’s a chance to shape your professional future, build lasting relationships with clients and their pets, and deliver care in the way you believe it should be done.
In 2001, I had the opportunity to be part of a brand-new practice venture and I grabbed it with both hands. From choosing the name and location to mapping out the community we would serve, those early planning stages remain some of the most fulfilling moments of my career. That’s how The Oak Vets was born.
See our resources to help you grow with confidence.
Building trust and community
Starting out wasn’t easy. Building a client base takes time, and the journey came with highs and lows. But the relationships we formed with patients and their owners were incredibly special. Some clients stayed for life, many became friends, and I found myself woven into the very fabric of the community.
Over the next decade, we grew as individuals, both clinically and professionally. Our dedication and connection to the community even allowed us to expand, opening two additional practices.
See our toolkit to keep you on track and help you get started in your new practice.
Staffing Considerations: Building a Strong Foundation
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Roles you'll need to fill
Veterinary Surgeons
Registered Veterinary Nurses (RVNs)
Reception/Client Care Team
Practice Manager
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Recruitment strategy
You’ll need:
Clear, well-written job descriptionsLegally compliant employment contracts (UK-specific)
Structured interview questions and selection criteria
A robust onboarding and induction process
Recruitment isn’t just about qualifications—it’s about values, communication, and culture fit.
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Understand UK Employment Laws and HR Responsibilities
UK employers must follow laws on fair pay, working hours, contracts, and employee rights. This includes paying the correct minimum or living wage, providing contracts within two months, offering at least 28 days’ paid leave, and ensuring protections such as sick, maternity, and paternity leave.
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Ongoing development and support
Provide CPD allowances, feedback, reviews, and clear career pathways as valued team members stay longer and give more. As your practice grows, plan ahead for staffing needs to prevent burnout and keep things running smoothly.
Hire as needed as demand grows
Offer flexible hours or shifts to support work-life balance.
Build versatility
Offering everything you'll need to keep you on track
We've put together a ready-to-use toolkit of templates that can be adapted to suit your new practice to help you get started. Simply pop us your details and we'll send you a copy.