Factors Influencing Job Acceptance Among New Equine Veterinarians

Historically, equine veterinarians earned less than their small animal counterparts, but this gap is narrowing. Adam Furlong, Vice President of Operations at B.W. Furlong & Associates, attributes this change to a heightened awareness of pay disparities brought about by the COVID-19 pandemic. However, he emphasizes that salary is not the sole factor for vets considering job offers; work-life balance and support within the practice are also critical.

Equine veterinary practice faces an attrition challenge. According to the American Association of Equine Practitioners (AAEP), within five years, half of all newcomers to equine medicine either switch to small animal practices or leave the field entirely due to burnout and historically lower pay. As a result, equine practices are competing not only among themselves but also with small animal clinics, which offer higher salaries and better working conditions.

The U.S. has an estimated 5,785 equine-only practitioners, according to a 2024 AAEP report, making equine practice a minority within veterinary medicine. Small animal veterinarians comprise roughly 81% of the workforce, providing more job opportunities for new graduates.

Retention is as important as recruitment in addressing the industry's staffing challenges. The average age of equine veterinarians in the U.S. is now 49 years. Furlong points out that many practitioners are retiring faster than new veterinarians are entering the field. Recruiting experienced veterinarians has become particularly difficult as they often have numerous job offers available to them.

Efforts to retain talent are shifting focus toward developing existing associates via strong mentorship programs, which could lead to higher satisfaction rates and improved retention. Mike Pownall, co-founder of McKee-Pownall Equine Services, echoes this sentiment, advocating for externship programs that provide supportive environments for new veterinarians, increasing the likelihood they will return after their training.

Today’s new graduates also prioritize work-life balance and sustainable careers. Many now seek opportunities that allow for flexible schedules and personal time, as highlighted by Furlong's practice, which offers alternatives like a four-day workweek and parental leave. Expectations in the profession are evolving, with younger veterinarians desiring predictable hours and an emphasis on areas of interest within their practice.

In equine medicine, where emergency response expectations are changing, practices are collaborating to form emergency cooperatives that help distribute on-call responsibilities among veterinarians. This collaborative approach helps to reduce individual workload and improve job satisfaction.

Financial incentives are being adapted as well; practices recognize the importance of time with regard to compensation. For instance, associates at Furlong's practice receive additional paid time off for holiday on-call duties.

As the job landscape for equine veterinarians evolves, factors such as flexible scheduling, mentorship, and supportive practice environments are becoming vital for attracting and retaining new talent in the field. Pownall emphasizes the need for practices to listen to the goals of individual veterinarians to create sustainable career paths and improve the overall appeal of the profession.