What to look for in veterinary job contract

Starting a new role in a veterinary practice is exciting, but it pays to read your employment contract carefully before you sign.

This guide highlights the clauses that matter most for veterinary surgeons and veterinary nurses, with a focus on fixed‑term training contracts, CPD arrangements and repayment clauses for training costs. It aims to help you spot what’s standard, what’s negotiable and what may cause problems later.

Job title, duties and place of work

Check that your job title, grade and core duties reflect what you discussed. Make sure the place of work is accurate and look out for any mobility wording that allows the employer to move you to other sites. A modest amount of flexibility is common, but a wide clause could mean longer commutes or regular moves.

If you’re joining a hospital with night work or a branch with ambulatory visits, make sure this is captured clearly so expectations match reality. If a job description is referenced, ask for a copy to review.

Hours, rota and out‑of‑hours

Ensure your normal hours are stated, along with how often you’ll be on call, work weekends or nights and how overtime is handled. Clarify whether out‑of‑hours work is paid at a premium, whether there’s time off in lieu and how travel time is treated. If the contract says hours may “vary to meet business needs”, try to link this to fair notice and reasonable limits. Confirm how the rota works and how changes can be made.

Pay, bonuses and benefits

Confirm base pay, pay dates and any enhancements for nights, weekends or bank holidays. If there’s a bonus, look for a simple explanation of how it’s calculated and when it’s paid. Check pension contributions, holiday entitlement (including bank holidays and how they’re rostered), sick pay, professional fees, indemnity cover and any benefits such as health insurance or staff discounts. If the practice pays your professional registration or insurance, make sure the contract states this.

Fixed‑term training contracts

Many early‑career roles and structured training contracts are offered on a fixed‑term basis. Read these – and any associated documents – with particular care:

• Length and purpose: the contract should explain how long it lasts and what training or rotations you’ll receive. Look for a training plan or schedule and how supervision and feedback will work
• Progress reviews: check how you’ll be assessed, who signs off competencies and whether there are mid‑term reviews to keep you on track
• Early exit and extensions: notice periods should be clear on both sides, along with when the term can be extended and what happens if you or the employer want to end the contract early. Termination rights should be even‑handed and probation shouldn’t be used to sidestep the training agreement
• Continuity and future roles: if a permanent role is possible at the end of the contract, see if this is addressed, even if it’s subject to vacancies and performance.

CPD arrangements

Ongoing professional development is essential for both veterinary surgeons and veterinary nurses. Key points to look for in the contract or in separate policies include:

• Time and money: is there a guaranteed CPD allowance of paid time and a budget? Check whether the allowance resets annually, what counts as CPD and whether travel and accommodation costs are included
• Protected time: will CPD days be protected from rota changes and clinical duties, or can they be withdrawn at short notice?
• Approval process: some practices require approval for external courses. Clarity on how to request approval and what criteria apply helps avoid disputes
• Mandatory versus elective: if the employer mandates particular courses, make sure the contract says whether these come out of your individual training budget or are paid on top.

If the contract is silent, ask the employer to confirm the CPD policy in writing, including arrangements for part‑time staff and those on fixed‑term programmes.

Repayment of training costs (clawback)

Repayment clauses can be lawful if they’re clear and reasonable, but they deserve careful reading. Key points include:

• What costs are covered: a fair clause should limit repayment to identifiable, evidenced costs such as course fees and exam fees. Be cautious if repayment includes salary, general overheads or a vague ‘training investment’
• Sliding scale and time limit: look for a sliding scale that reduces over time – for example, if you leave during the course or within a defined period afterwards. The repayment period should be reasonable and shouldn’t effectively lock you into the role
• Triggers and exceptions: repayment is usually linked to resignation or dismissal for misconduct. It shouldn’t apply if you’re dismissed without fault, made redundant or the employer materially breaches the contract. Check how sickness absence, parental leave or changes to your role are treated
• Deductions from wages: any deduction must be clearly authorised in writing and should not reduce pay below legal minimum wage requirements. Ensure the clause explains how deductions are made and that you can see a breakdown of the sums
• Retakes and failures: if a course is failed or retaken, clarify who pays and whether repayment can be triggered by non‑completion outside your control.

If you’re asked to sign a separate training repayment agreement, read it alongside the main contract to ensure the terms are consistent.

Notice periods and probation

Notice should be workable on both sides. During probation, shorter notice is common but make sure it doesn’t allow the employer to end a training contract without fair opportunity to improve. After probation, notice should reflect your seniority and the market. If there’s a long notice period, check whether there’s a right to pay in lieu and whether garden leave can be used.

Restrictive covenants and confidentiality

Non‑compete, non‑solicitation and non‑dealing clauses can restrict where you work and who you can deal with after leaving. Reasonableness is key: the area covered, the duration and the clients or referral sources in scope should be no more than necessary to protect the practice’s genuine business interests. Make sure confidentiality obligations are balanced and allow you to discuss your employment with advisers and comply with your professional duties.

Final checks and practical tips

Before you sign, read the whole contract and any policies it incorporates. Query anything unclear, especially around training promises, CPD and repayment requirements. Ask for specifics in writing. A fair employer should be willing to explain and, where appropriate, adjust terms so they’re clear and proportionate.

Getting these points right at the start can help avoid stress later and ensure your next step in practice supports both your development and your wellbeing.