5 Drawbacks to Going It Alone As a Relief Veterinarian
July 9, 2025
The major differences between being a W-2 Employee versus an Independent Contractor
Being a relief veterinarian comes with a ton of perks, which include providing benefits for the veterinary and pet communities you serve. However, shift work also has its drawbacks. Although being your own boss and making your own hours sounds incredible, learn the ins and outs of being a relief veterinarian before taking the plunge.
Receiving proper compensation, including timely reimbursement or payment for the correct number of hours worked, for your services can be challenging. In some cases, you may receive no reimbursement. As a solo relief veterinarian, you may need to take the matter to a small claims court, but you have to hire and pay for an attorney upfront, and deal with all the hassle of fighting for your payment. So, you might just be tempted to write off your unpaid services and scratch that veterinary practice off your list.
As a relief veterinarian working through a company, you avoid having to fight to receive your pay. The company goes to bat for you and ensures you are paid the reimbursement on which you have agreed, on the scheduled payment date. You no longer have to struggle with getting paid for the hours, lunches, or mileage that was verbally discussed, but not hammered out in a contract. A relief company ensures each detail is accounted for, so you get every penny you’ve earned.
#2: Relief veterinarians need to figure out their own taxes
Taxes and insurance are two of the most confusing aspects of being a relief veterinarian. If you work for a practice as a W-2 employee, the owner and practice manager handle your taxes and benefits. However, as a relief veterinarian, you are responsible for managing your tax withholdings and determining your insurance coverage. As a business owner—whether of a sole proprietorship, limited liability company (LLC), or subchapter corporation (S-corp)—you shoulder the burden of figuring out your tax payments. You’ll need an excellent accountant to ensure you’re setting aside the amount you need to pay for estimated quarterly taxes, and to determine eligible tax write-offs.
As a solo relief veterinarian, you need a contract that outlines all your working relationship details. However, many veterinary corporations have their own contract, which benefits the corporation, rather than locum tenens practitioners.
A relief veterinarian must ensure their insurance thoroughly protects them. If your insurance coverage is inadequate, you can be left on the hook for astronomical bills that cover a huge range of incidents. For example, if a client’s dog bites them while they attempt to help you perform an examination, the pet owner could sue you. However, general liability insurance would provide the protection you need.
As a relief veterinarian, you’re independent. However, that independence means you have no backup, and no one to call if you run into a problem. As a solo locum tenens veterinarian, especially if you are filling in at a single-doctor practice, you may have no one with whom to discuss differentials and treatment options.
If you work with a relief company, however, you have the freedom and flexibility to be your own boss, with the benefit of backup support. A pool of veterinary professionals is at your disposal to serve as consultants or mentors.
If you have been working as a solo relief veterinarian and are facing the many challenges we have discussed here, consider the benefits of working with a company. To learn more about how working with a company can resolve the issues you face, discuss the possibilities with our Veterinary System Services team.
One of the biggest decisions you’ll need to make as a relief veterinarian is determining whether you want to work with a relief company or strike out on your own. Both options have their pros and cons, but working alone as a locum tenens veterinarian can be tough, especially when you’re first starting out. Learn about the common challenges locum veterinarians experience, and how working through a relief company can mitigate these issues.
#1: Relief veterinarians often face payment issues
Receiving proper compensation, including timely reimbursement or payment for the correct number of hours worked, for your services can be challenging. In some cases, you may receive no reimbursement. As a solo relief veterinarian, you may need to take the matter to a small claims court, but you have to hire and pay for an attorney upfront, and deal with all the hassle of fighting for your payment. So, you might just be tempted to write off your unpaid services and scratch that veterinary practice off your list.
As a relief veterinarian working through a company, you avoid having to fight to receive your pay. The company goes to bat for you and ensures you are paid the reimbursement on which you have agreed, on the scheduled payment date. You no longer have to struggle with getting paid for the hours, lunches, or mileage that was verbally discussed, but not hammered out in a contract. A relief company ensures each detail is accounted for, so you get every penny you’ve earned.
#2: Relief veterinarians need to figure out their own taxes
Taxes and insurance are two of the most confusing aspects of being a relief veterinarian. If you work for a practice as a W-2 employee, the owner and practice manager handle your taxes and benefits. However, as a relief veterinarian, you are responsible for managing your tax withholdings and determining your insurance coverage. As a business owner—whether of a sole proprietorship, limited liability company (LLC), or subchapter corporation (S-corp)—you shoulder the burden of figuring out your tax payments. You’ll need an excellent accountant to ensure you’re setting aside the amount you need to pay for estimated quarterly taxes, and to determine eligible tax write-offs.
However, if you work as a relief veterinarian for a company, you avoid the many challenges of figuring out your own taxes. If you don’t want the hassle of having to figure out your taxes, consider working with a relief company.
#3: Relief veterinarians need to have a contract in place
As a solo relief veterinarian, you need a contract that outlines all your working relationship details. However, many veterinary corporations have their own contract, which benefits the corporation, rather than locum tenens practitioners.
As a relief veterinarian, you need to ensure your contract covers every possibility related to the services you perform, hours worked, commute reimbursement, payment schedule, and much more. While a solo veterinarian has the freedom to provide their own contract, corporate hospitals may not accept a single locum tenens veterinarian’s demands. By working with a relief company, you have the backing of your corporation, but the freedom to write a contract that benefits you.
#4: Relief veterinarians need their own insurance coverage
A relief veterinarian must ensure their insurance thoroughly protects them. If your insurance coverage is inadequate, you can be left on the hook for astronomical bills that cover a huge range of incidents. For example, if a client’s dog bites them while they attempt to help you perform an examination, the pet owner could sue you. However, general liability insurance would provide the protection you need.
Comprehensive insurance coverage can be pricey. However, monthly premiums are incomparable to the amount medical bills, court fees, or other unlikely, but expensive, situations can cost. A relief company may pay for your insurance coverage, instead of you having to pay the premium each month.
#5: Relief veterinarians are on their own
As a relief veterinarian, you’re independent. However, that independence means you have no backup, and no one to call if you run into a problem. As a solo locum tenens veterinarian, especially if you are filling in at a single-doctor practice, you may have no one with whom to discuss differentials and treatment options.
If you work with a relief company, however, you have the freedom and flexibility to be your own boss, with the benefit of backup support. A pool of veterinary professionals is at your disposal to serve as consultants or mentors.
If you have been working as a solo relief veterinarian and are facing the many challenges we have discussed here, consider the benefits of working with a company. To learn more about how working with a company can resolve the issues you face, discuss the possibilities with our Veterinary System Services team.
Veterinary non-compete clauses have become a controversial topic. These employment contract inclusions prevent employees from working for or opening a competing business in a specified geographic area and time frame. Once considered standard practice, the veterinary industry is now questioning the utility and enforceability of non-compete clauses. At Veterinary System Services , we’ve chosen to forgo non-compete agreements, which can unfairly limit veterinarians’ job prospects and career-earning potential. However, many business owners in the profession believe imposing non-compete restrictions is in their best interest. Here, we examine the pros and cons of non-competes and alternative options veterinary practices can employ to earn team member loyalty. What are non-compete clauses? Employers use non-compete clauses to protect their business assets. In veterinary medicine, non-competes generally apply only to veterinarians, preventing them from leaving the practice for one nearby and taking clients or staff members with them. Each veterinary non-compete has specific provisions for what the employee can and cannot do and for how long after terminating their relationship with the employer. Veterinary non-competes have been standard practice for many years, but have several inherent problems. First, they can prevent veterinarians from leaving a practice that isn’t a good fit, causing them to feel trapped and contributing to the industry’s declining mental health. Depending on practice location, they may have to upend their lives and move to a new job outside the restricted area. Additionally, non-competes remove an employer’s motivation to create a better, more innovative workplace, which harms not only employees but also clients and pets. And, despite the threat of legal action should a vet try to break the clause, they are often unenforceable. Reconsidering veterinary non-compete clauses Many in the veterinary community recognize that broadly restrictive non-competes are harmful to the profession and want them to end. And, veterinarians aren’t alone in this quest—the Federal Trade Commision (FTC) ruled to ban non-competes in almost all instances. However, it’s unclear whether or when the ruling will be enforced. In the meantime, we urge veterinary practices to reconsider using non-compete clauses for the following reasons: Limited legal enforceability — Non-competes may end up being more trouble than they’re worth, as courts may side with employees over excessively restrictive agreements. Restricted professional growth — Non-competes can prevent veterinarians from advancing their careers. Reduced employee morale — Employees who sign non-competes may feel trapped and resentful. Fewer prospective employees — Non-competes can deter top talent who are looking for flexibility and freedom in their careers. Stifled innovation — Non-competes lock veterinarians in their roles, contributing to industry stagnation. At-will employment and positive veterinary practice culture Some practices may view veterinary non-competes as a way to guarantee that the time and energy they put into training and mentoring veterinarians won’t go to waste. However, this philosophy can lead to a toxic or negative workplace culture. You shouldn’t need to trap your employees to keep them around. Instead, focus on creating a positive, collaborative, supportive culture and offering attractive compensation and benefits. Asking an employee to sign a non-compete strains your relationship from day one. Instead, start off on the right foot by empowering your new hires to choose their own path and determine if your practice is truly a good fit, without the threat of legal action. Alternatives to veterinary non-compete clauses Non-competes aren’t the only option for veterinary practices to protect their interests. It’s completely reasonable to ask employees to sign less-restrictive agreements that don’t limit their career prospects or determine where they can live. Non-disclosure agreements (NDAs) prevent employees from sharing sensitive information, while non-solicitation agreements prevent employees from taking clients or staff members when they leave. In an evolving veterinary industry, non-compete clauses are becoming increasingly outdated. Eliminating non-competes and adopting less-restrictive non-solicitation agreements will benefit individual veterinarians and the industry as a whole. In an open job market, increased competition will force practices to improve their working conditions and compensation and new and innovative veterinary businesses will thrive. At Veterinary System Services , we believe in empowering team members and creating a positive workplace culture. Contact us to learn about our services or check out our open positions, so you can take the next step in your veterinary career journey.
Workers’ compensation insurance is a necessary cost. Many practice leaders assume this cost is fixed, but several factors can influence rates that could be quietly eating into the clinic’s bottom line. Three behind-the-scenes factors can significantly increase your workers’ comp insurance costs, resulting in over-payments of up to $20,000 per year. Let’s break down how claims, overtime, and 1099 contractors impact veterinary workers’ compensation and how partnering with VSS can help you avoid these pitfalls. 1. Injury claims Veterinary medicine is physically demanding. Team members lift heavy patients, crawl on the floor, and handle anxious or fearful pets who are armed with teeth and claws. Working long hours in these conditions increases the likelihood of injuries. However, one workers’ compensation claim can increase insurance costs. Your veterinary workers’ compensation premium is based on payroll and claims history. Insurers use something called an experience modification rate (EMR) to measure the riskiness of your business compared to others in the same industry. Every practice starts with an EMR of 1.0, which represents the industry average. If you’ve had fewer injuries or claims than expected, your EMR falls below 1.0, and your premiums go down. If you’ve had more claims than average, your EMR rises above 1.0, and your premiums go up. For example, if your EMR is 1.10, that means you’re paying 10% more for workers’ comp insurance than a similar clinic with fewer claims. That doesn’t seem like much, but it can add up. Depending on your state, a base premium may run $5,000 to $10,000 for every $100,000 of payroll. If your practice has $1 million in payroll, a 10% increase due to injury claims can add $5,000 to $10,000 every year. Injuries often occur among team members who are overtired or overextended. Relief staffing from VSS can ensure your core team gets the breaks they need to stay safe and can help to limit workers’ comp premiums. 2. Overtime Overtime is a short-term solution that may have long-term costs. Veterinary workers' compensation premiums are partially based on total payroll, including overtime. Every extra hour of time-and-a-half increases insurable payroll and, therefore, premiums. Additionally, overtime contributes to fatigue, which leads to mistakes and injuries. Tired employees are more likely to slip, lift incorrectly, or miss signs that a pet is about to bite. If your staff is overextended, it may be time to consider a relief coverage strategy. 3. 1099 contractors Relief team members can provide regular team members the help they need to reduce burnout and limit workers’ comp claims, but hiring them as 1099 contractors can create other issues. Misclassifying these workers can increase your veterinary workers' compensation costs. A 1099 contractor is responsible for their own taxes and insurance, including workers’ compensation. But if that person functions like an employee—they follow your schedule, use your equipment, and work under your supervision—then they likely meet the legal definition of an employee. This gets confusing, and if something goes wrong, your practice could be held liable. When a relief worker without private workers’ comp insurance gets injured on the job, you could face: A claim against your policy or a lawsuit for damages A payroll review that triggers retroactive premium charges Fines or penalties from your state labor board or tax authorities Relief staffing the right way Workers’ compensation protects your business, but you could be paying significantly more than necessary if you make mistakes classifying employees, have team members regularly working overtime, or fail to address safety issues that lead to injuries and claims. Relief staffing—done the right way—can be a game-changer for busy veterinary practices. When you work with a staffing service like VSS, team members are employees of the service, not your hospital. That means you’re off the hook for veterinary workers’ comp coverage, legal risk, and misclassification. Contact us to find out how our relief professionals and additional business support services, including medical-grade laundry and inventory consulting, can help you save money and thrive in the veterinary space.
In the world of veterinary medicine, certain practices and beliefs have been passed down through generations of professionals and become ingrained. One such practice is the notion of "washing it twice"—the idea that to ensure cleanliness and safety, certain items or surfaces should be washed not once, but twice. This mantra has become commonplace, particularly in situations where contamination is suspected, like dealing with potential pathogens such as parvovirus or leptospirosis. But where did this practice originate and, more importantly, is its effectiveness based on science? Why do veterinary professionals believe in “washing it twice?” Veterinarians and veterinary technicians often adhere to this principle out of instinct, without necessarily questioning origins or efficacy. It's a reflex response to the desire for thorough cleanliness, especially with potentially hazardous substances. Moreover, in fields like veterinary medicine where contamination can have dire consequences, we are naturally inclined toward extra caution. Washing a load of dirty laundry twice may feel like an added layer of protection, despite the lack of a scientific rationale. However, critically evaluating such practices, especially when they consume resources and time without clear benefits, is essential. In the case of washing laundry or surfaces twice, it's worth questioning whether the second wash truly adds any value beyond the first wash. The question then arises—why do we believe that washing items twice is effective when no concrete evidence supports the notion? The answer lies in a combination of tradition, anecdotal evidence and, perhaps, a dash of superstition. Over time, the repetition has cemented this practice as a standard procedure in many veterinary settings, perpetuated by word of mouth rather than empirical data. Does the theory behind “washing it twice” have any backing? The absence of published papers or guidelines from authoritative bodies (i.e., the AVMA, CDC, or AAHA) endorsing the notion of washing items twice raises doubts about its validity. Without official or scientific backing, the practice becomes akin to a ritualistic belief—like knocking on wood—rather than a proven method of hygiene. Why is the theory behind “washing it twice” a problem? The absence of formal guidelines or published studies should prompt reassessment of our beliefs and practices. Something may have been done a certain way for years, but that doesn't necessarily mean it's the best or most efficient method. In the absence of empirical evidence, the veterinary community must encourage and support research that investigates the efficacy of such practices. Without data-driven insights, we risk perpetuating myths and potentially wasting valuable resources on ineffective protocols. Similarly, in other veterinary practice areas, such as inventory management, challenging unsubstantiated beliefs or practices is essential. The notion of a 10% variance in controlled substances, for instance, may be widely accepted among veterinary professionals, but without the support of concrete regulations or guidelines from the Drug Enforcement Administration (DEA), it remains a misconception that could lead to compliance issues and inefficiencies. How can we do away with the “washing it twice” theory? So, where do we go from here? How do we navigate the murky waters of unsubstantiated beliefs in our professional practices? The first step is awareness. By acknowledging the lack of evidence supporting certain practices, we open the door to critical examination and potential improvement. In the case of "washing it twice," veterinary professionals should consider reevaluating their cleaning protocols based on evidence-based practices rather than tradition alone. This may involve conducting studies to determine the most effective methods of decontamination or relying on guidelines established by reputable organizations like the AVMA, CDC, or AAHA. The idea of "washing it twice" in veterinary practices may have persisted over time, but its effectiveness remains questionable in the absence of scientific evidence. It's time for the veterinary community to critically evaluate such practices and embrace evidence-based approaches to ensure the highest standards of cleanliness and safety for patients and practitioners. Let's leave superstition at the door and welcome a new era of informed decision-making in veterinary medicine. To do anything well, you should do it right the first time. Ensuring a job is completed fully, accurately, and efficiently the first time conserves critical resources, time, and energy. For a medical-grade clean—the first time—contact our Veterinary System Services team to handle your hospital’s laundry.
Share On: