Member Survey Summary

• Practice type: 81% of respondents work solely in small animal practice.

• Employment status: 90% work full-time.

• Pay structure: 54% are salaried. 72% would prefer to be paid hourly.

• Hours worked:

  • 72% work 30–40 hours per week

  • 18% work more than 40 hours per week

  • 9% work 20–30 hours per week

• Only 18% usually work strictly their rostered hours.

• 45% often work 1–2 hours beyond their roster each week.

• 9% often work 2–5 extra hours.

• 27% often work more than 5 additional hours per week.

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These findings indicate that unpaid or unrecognised overtime is common.

• 54% of respondents have after-hours obligations.

• Frequency of after-hours duties is evenly spread across:

  • Once every 3–4 weeks

  • Every 1–2 weeks

  • Once a month

  • Less than once a month

  • Once a fortnight

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Some respondents also undertake extra shifts at separate, dedicated emergency facilities.

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Manageability and Impact

• 10% report that after-hours work is not at all manageable and has a severe negative impact on their lives.

• Most respondents report after-hours work as only somewhat manageable, with a smaller proportion finding it quite manageable.

Compensation and Recovery Time

• 37% are either very dissatisfied with after-hours compensation or report receiving no compensation at all.

• 83% report that after an overnight shift, they are still expected to work their usual scheduled hours the following day.

• No respondents reported always taking their full lunch break at the scheduled time.

• Only 63% usually take their full lunch break, often while still working through part of it.

• Around half of respondents are compensated if they miss or shorten their lunch break; the remainder are not.

• Only 45% receive their legal minimum breaks per shift.

• 72% have breaks formally scheduled.

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Timing of Breaks

• 30% usually take their breaks at the scheduled time.

• 40% sometimes do.

• No respondents reported always taking breaks at the scheduled time.

• Among those without scheduled breaks, 83% do not take breaks at all.

• 27% feel they have an appropriate amount of time for appointments.

• 27% are scheduled slightly more consultations than they can reasonably manage.

• 27% are booked significantly more consultations than they are comfortable handling.

• 18% report being heavily overbooked.

• 36% have enough time during the workday to complete notes.

• 45% are given some time, but report it is generally inadequate.

• 10% are given no time and frequently complete notes after rostered hours.

• If staff stay late to complete notes, 63% report they are not paid for that additional time.

• 9% believe their overall compensation is fair.

• 72% feel they should be paid slightly more.

• 18% feel they should be paid significantly more.

• At least 72% of respondents have a non-compete clause in their contract.

• Duration of restraints:

  • 27% up to 3 months

  • The remainder range from 3–6 months, 6–12 months, to over 12 months (9%).

• Distance restraints include:

  • 18% less than 10 km

  • 18% between 10–30 km

  • 18% between 50–100 km

• 36% believe their workplace does not take health and safety seriously.

• 63% feel comfortable raising health and safety concerns with their manager.

• 63% believe concerns would be addressed in a meaningful and timely manner.

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Respondent comments indicate that while radiation and biohazard risks are taken seriously, psychological hazards—including excessive workload and workplace bullying—are often not.

• 36% report having experienced workplace discrimination.

• 72% believe their clinics are understaffed.

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Veterinary Nursing Staff

• 18% feel veterinary nurses and technicians are underpaid.

• 63% believe they are extremely underpaid.

• 72% of respondents work in corporate practices.

High Priorities

• Managing after-hours commitments

• Improving working conditions and workload density

• Taking breaks at the appropriate time and for appropriate duration

• Assistance with contracts and legal representation

• Fair after-hours compensation

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Additional Identified Priorities

• Overtime and staff support

• Clear pay review guidelines

• Recognition and fair compensation for veterinary nurses

• Psychological safety

• Booking to realistic capacity

• Stand-down time after after-hours work

• Improved mentoring and CPD opportunities

• Workplace health and safety

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Lower Priorities

• Political advocacy

• Advocacy for the profession as a whole

• Broad wage advocacy

• 100% of respondents expressed interest in participating in a collective agreement.

• 100% supported the development of a dog breeder licensing system in New Zealand.