The Rise of Relief Veterinarians: Growth and Workforce Shifts in 2025

The veterinary profession is undergoing a structural transformation. A notable driver of this change is the rapid growth of the relief veterinary workforce. What was once a niche career path is now a significant component of the veterinary labor market. Between 2021 and 2025, the number of veterinarians pursuing relief work has grown substantially, creating new challenges and opportunities for general practices.

A Dramatic Shift: Growth in Relief Vet Participation

Relief veterinarians now make up an estimated 9.1% of all private-practice veterinarians, a sharp rise from 6% just a year prior, according to dvm360’s 2025 Economic State of the Veterinary Profession report. That represents a 50% year-over-year increase in the share of relief vets in the workforce.

This growth follows longer-term trends as well. The Veterinary Information Network (VIN) reported in 2022 that 45% of practicing veterinarians were considering a switch to relief work. Factors driving this shift include:

• The desire for greater flexibility
• Rising burnout among full-time DVMs
• Relief work’s higher compensation potential

According to AVMA and VIN archives, the number of active relief veterinarians grew by over 30% between 2008 and 2018, with an estimated 2,300 working relief vets nationwide at that time. While updated counts aren’t published annually, the continued upward trend is clear and accelerating post-2020.

Why Veterinarians Are Shifting to Relief

Relief veterinary work offers distinct advantages that appeal to a growing segment of the profession:

• Control over schedule and time off
• Ability to travel or relocate easily
• Higher hourly rates (up to $144/hour on average in 2024)
• Avoidance of clinic politics or long-term commitments

This professional autonomy has resonated particularly with mid-career veterinarians who seek more work-life balance without sacrificing clinical impact or income.

Market Impact on General Practices

For practice owners and managers, the implications are multifaceted:

• Increased competition for DVMs: As more associates consider switching to relief, employers must compete with the lifestyle and income offered by the relief model.
• Tighter hiring pools: Practices may struggle to fill full-time roles as the relief market absorbs more of the available workforce.
• Increased reliance on external staffing: More practices are hiring relief vets as a standard part of their staffing model, not just for emergency coverage.

Practices that resist adapting to this shift may find themselves short-staffed and overextended.

How Clinics Are Responding

Some clinics are adjusting by:

• Raising associate compensation to match relief benchmarks
• Offering more flexible schedules and PTO to retain team members
• Building relationships with dedicated relief vets to ensure consistency
• Exploring platforms like IndeVets and Relief Rover for structured relief staffing

Veterinary consolidators and MSOs are also launching their own internal relief pools to reduce dependence on external services.

A New Equilibrium?

While the relief market continues to grow, there are early signs that the pace may begin to stabilize:

• Slowing rate of pay increases for relief vets in 2024 (6.7% YoY, down from double digits)
• Increased availability of structured benefits and long-term assignments via platforms like IndeVets
• Surveys showing rising burnout among relief vets, suggesting the need for support systems in this workforce segment

This suggests the industry may be heading toward a more sustainable balance between relief and full-time roles—but only if practices adapt.

What Practice Owners Might Consider Doing

• Monitor relief market trends in your region
• Benchmark your compensation strategy regularly
• Engage with relief vets proactively, offering consistent onboarding and communication
• Re-evaluate your full-time DVM model to incorporate more flexibility and autonomy

Final Takeaway

Relief veterinarians are no longer peripheral players—they are reshaping the profession. Their rapid growth has changed how practices must recruit, budget, and manage their teams. Understanding this shift is essential for any clinic hoping to stay fully staffed and competitive in 2025 and beyond.