Veterinary Non-Compete Clauses
July 15, 2025
July 15, 2025
The Pros and Cons of Non-Compete Clauses
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.
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.


August 19, 2025
Veterinary technicians spend years in intensive training programs to become credentialed professionals. They entered the veterinary field to save lives, provide advanced nursing care, and make a difference for pets and their people. But, in practice, m any credentialed technicians are inappropriately utilized and spend their shifts cleaning kennels and washing, drying, and folding the never-ending pile of veterinary practice laundry. Surely, your team members did not sign up to be licensed laundry professionals. Although every job requires some cleaning, as the facility must remain clean and tidy to minimize disease spread, that shouldn’t be your techs’ main job. Laundry is a necessary evil, but what if you could reclaim that time? Here are five reasons why outsourcing your laundry with Veterinary System Services could be your practice's best decision this year. 1. Harness your team’s talents Credentialed veterinary technicians (CrVTs) are highly trained professionals with advanced nursing skills and invaluable experience. They undergo a rigorous education alongside veterinary students, and that deserves respect. Your CrVTs probably excel at cleaning, too, but that doesn’t mean it's a good use of their talents. Outsourcing your veterinary practice laundry frees up techs to do what they do best—provide excellent care to patients and clients. Your technicians can contribute to the practice’s financial health in other, far more productive ways, such as assisting in surgery, educating clients, tending to hospitalized patients, or keeping the veterinarian’s schedule moving. Plus, technicians who are utilized to the fullest extent of their licensed skills have more job satisfaction. 2. Save time and boost practice efficiency Laundry—which can seem never-ending—is time-consuming for team members, as they load, fold, sort, and restock. Consider what your practice could accomplish if laundry were taken off everyone’s plate—not only your veterinary technicians. Your staff could redirect their energy toward seeing more patients or providing better care. Outsourcing laundry improves overall practice efficiency and ensures you never run out of towels for wrapping patients or surgical gowns for that last-minute emergency procedure. 3. Eliminate hidden costs Doing your own laundry seems like a reasonable solution to help keep operational costs down—your team is already in the building, so they might as well throw in a load of laundry, right? However, doing it yourself has hidden costs: Water and electricity — Constant washing and drying can spike your utility bills. Maintenance — Frequently used washers and dryers need expensive routine repair or replacement. Productivity loss — The time your team spends doing laundry doesn’t generate revenue, while direct patient care does. Outsourcing your veterinary practice laundry is likely more cost-effective in the long run. Pricing is a predictable monthly fee with no surprises related to repairs or leaks. 4. Improve veterinary practice cleanliness Cleanliness in a veterinary practice is about aesthetics and safety. Clients judge a hospital by looks and smells, and maintaining high cleanliness standards protects pets and the community from infectious diseases. However, achieving hospital-grade cleanliness with in-house laundry might take more work than you think. Leaving your veterinary practice laundry to the professionals ensures that your linens meet the highest hygiene standards. Professional equipment, detergents, and disinfectants, plus procedures to reduce cross-contamination, provide a total sanitary environment. 5. Boost morale and retention Your team, especially CrVTs, may feel undervalued when they spend their time and talents on tasks that don’t align with their training and education. Overburdening technicians with non-clinical duties like laundry can lead to burnout and turnover. However, using an outside service for your veterinary practice laundry shows your team you respect their time and credentials, improving team morale and retaining top talent in your clinic. Outsourcing laundry isn’t only about convenience or cost. Using the Veterinary System Services laundry program prioritizes what truly matters—delivering exceptional care and creating a respectful work environment where all your team members can thrive. Contact us to learn more about professional laundry services and give your team the break they deserve!



