Guideline 8 - Veterinary practitioner and veterinary team wellbeing
This guideline outlines the appropriate standard expected of a registered veterinary practitioner in the course of veterinary practice. It should be read in conjunction with other related guidelines.
Context to Guideline 8: Veterinary practitioner and veterinary team wellbeing
The physical and mental wellbeing of veterinary practitioners and of the surrounding veterinary team impacts each individual’s ability to manage the demands of the profession and workplace, their personal circumstances and the way they interact with owners and animals in the delivery of veterinary services.
Physical and mental wellbeing is supported by self-awareness, ongoing monitoring of personal health and undertaking self-guided steps to achieve a sustainable integration of work and non-work life.
A veterinary practitioner may choose to develop a self-care plan that is customised to their particular circumstances and work practices. A number of organisations have resources for individuals to assess the state of their physical and mental well-being which are available to veterinary practitioners.
A veterinary practitioner’s personal strategies to maintain wellbeing are supported by appropriate workplace leadership and management practices. Development, promotion and modelling by workplace leadership of strategies, systems and processes, policies and behaviours that support the physical and mental wellbeing of all members are encouraged. A physically and emotionally safe workplace, and opportunities for professional connection, conversation and considered feedback, support personal and professional growth.
Professional conduct under this guideline is demonstrated by the following:
| 8.1 |
A veterinary practitioner takes reasonable steps to ensure their physical, mental and emotional wellbeing does not compromise their professional judgement and ability to deliver veterinary services at the standard expected by the public and their peers.
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| 8.2 |
A veterinary practitioner collaborates in maintaining the wellbeing of their veterinary team, by acknowledging the demands of the work environment, demonstrating care and respect for team members, and encouraging colleagues to seek support where appropriate. |
Frequently asked questions (click on a question to open the answer)
Impairments that could compromise a veterinary practitioner’s ability to practise veterinary medicine or surgery are those that could significantly affect assessment and decision‐making, communication and physical delivery of services. Impairments may be of sudden onset or longstanding, transient or permanent. Like the health and wellbeing issues that cause them, impairments are very variable in their cause, prognoses and appropriate management options. A severe substance dependence would also significantly affect a veterinary practitioner’s ability to practise.
The Board celebrates the diversity of the veterinary profession, and respects that many health and wellbeing issues are well managed by veterinary practitioners and do not impact their ability to practise safely or require regulatory intervention.
However, where physical, mental or emotional impairment exists that could compromise a veterinary practitioner's ability to either exercise professional judgement or to deliver veterinary services to the standard expected by their peers and the public (Guideline 8.1), a veterinary practitioner is expected to provide information about their potential impairment to the Board. The Board encourages these discussions, so it can understand the nature of possible impairments and any actions that have been taken or are being considered by the veterinary practitioner to reduce risk to veterinary service provision and their own and peer health.
As some examples, health and wellbeing might be managed through a combination of:
- Personal actions, such as lifestyle choices, advice and assistance from human health practitioners, accessing practical support, and connection within the community
- Workplace actions, such as adjustments to physical and psychological environments, opportunities to connect with others, policy or process changes, and altered job design and demands such as the type of work, hours, assistance, or exposure to aspects of veterinary practice, e.g. some medications. Workplace health and safety, employment and human rights laws provide additional relevant guidance. Further information is provided in the next FAQ on this page: How can a veterinary practitioner promote and assist the veterinary wellbeing of individuals in their team?
When determining whether their provision of veterinary practice may be significantly impaired, the Board considers the veterinary practitioners’ current challenges and abilities and their professional role and environment. Veterinary practitioners should also encourage other veterinary practitioners to seek support where appropriate (Guideline 8.2).
More information:
A veterinary practitioner can promote and assist the health and wellbeing of individuals by acknowledging the demands of the work environment, demonstrating care and respect for team members, and encouraging colleagues to seek support where appropriate (this Guideline 8.2).
Employers and employees all have a responsibility to contribute to great workplace culture and by extension, their professional culture, through self-aware behaviours and continued personal and professional development (Guideline 10).
This is supported by a physically and emotionally safe workplace, and opportunities for professional connection, conversation and considered feedback.
The Board encourages workplace leadership to develop, promote and model strategies, systems, policies and behaviours that support the physical and mental wellbeing of all staff members.
Veterinary leaders and managers are encouraged to guide work processes, controls, scope and hours of work, support and development of team members to ensure that their job demands are sustainably balanced with internal personal and external resources available to each person. The Australian Veterinary Association's (AVA's) policy on safeguarding and improving the wellbeing of the veterinary team outlines recommended actions to achieve this.
To promote and assist the health and wellbeing, professional standards, continued career engagement and performance of veterinary teams, the AVA’s policy on great veterinary workplaces and other linked guidelines (objectives and aligned actions) guide management and leadership practices, training, resources and personal behaviours, according to 10 key pillars:
- Meaning and value
- Health and wellbeing
- Equity, inclusion and diversity
- Job design and demands
- Growth and development
- Reward and recognition
- Proactive people processes
- Collegiality and connection
- Environmental and social responsibility
- Professional ethics and standards
Veterinary practitioners can consider how they and their systems navigate the critical interface with animal owners, as teamwork with owners is both crucial for professional service delivery and a potential cause of poor veterinary wellbeing. Open, regular and respectful communication can be supported by Board factsheets and checklists which help owners understand their responsibilities and manage their expectations of veterinary services. (Guideline 1 and Guideline 4)
Practitioners can undertake non-technical continued professional development (Context, Guideline 10) in areas such as effective communication, social and emotional intelligence, diversity and inclusion training, constructive leadership and good HR management. Skills and knowledge in these areas and others can result in significant improvement in the sustained wellbeing and health of team members. CPD in mental health first aid can guide veterinary practitioners to support others experiencing mental health problems.
Experienced competent veterinary practitioners can support or supervise graduates and veterinary practitioners re‐joining the profession to help them strengthen their technical competence or learn more about current veterinary standards (Context, Guideline 9). They can also supervise veterinary practitioners who are developing skills in areas outside their current technical competence (Guideline 9.1).
A veterinary practitioner should not ask a staff member to help deliver veterinary services to an animal if that person does not have the knowledge, skills and capacity to enable them to perform the relevant activity (Guideline 6.2).
A veterinary practitioner should not incite their professional peers, veterinary team members or members of the public to do or omit to do an act which is inconsistent with legislation, codes and standards (Guideline 22).
Additional guidance and resources:
To minimise risk to the public and the health and safety of animals, it is important to address concerns about a team member’s wellbeing as soon as possible.
If a veterinary practitioner has concerns about the wellbeing of an individual in their team, they should first encourage that person to seek support where appropriate (Guideline 8.2).
If a veterinary practitioner believes the team member’s physical or mental health may present a risk to the public and/or the health and safety of animals, they should report this to the staff member designated to handle such matters in the workplace’s health and safety policy and procedure. If the workplace does not have a reporting procedure, the veterinary practitioner should raise the matter with their manager.
The veterinary practitioner may also need to report a matter to another authority, including the Board.
Reporting to other authorities:
If a veterinary practitioner reasonably believes that there exists, or potentially exists, a serious risk to the health and/or safety of the public and/or the health and wellbeing of an animal, the veterinary practitioner should report the matter to the relevant authority (Guideline 21.2):
- Matters such as theft and assault may be reported to Victoria Police.
- Misuse of scheduled drugs may need to be reported under the Drugs, Poisons and Controlled Substances (DPCS) Act 1981 and DPCS Regulations 2017. To discuss possible breaches of DPCS legislation, contact the Medicines and Poisons Regulation Branch of the Department of Health using its enquiry form: Form: MPR Enquiry
- Actions or omissions that result in or are likely to result in unreasonable pain or suffering to an animal may need to be reported to an person authorised under the Prevention of Cruelty to Animals Act 1986 and POCTA Regulations 2019, e.g. report to RSPCA.
Reporting to the Board:
If a veterinary practitioner reasonably believes that the professional conduct of a veterinary practitioner registered in or deemed to be registered in Victoria is inconsistent with the expectations of their peers or the general public or in these Guidelines, the veterinary practitioner should report their concern to the Board (Guideline 21.3). Reports about a veterinary practitioner’s professional conduct should be made by lodging the complaint form downloadable from: Concerns about veterinary practitioners
The Board manages complaints involving concerns about the wellbeing of a veterinary practitioner sensitively and in accordance with legal obligations, including confidentiality, privacy and natural justice principles. For more information, see the FAQ below: What is the Board’s process after receiving a complaint involving concerns about the wellbeing of a veterinary practitioner?
Veterinary practitioners have a responsibility to ensure they monitor their health and are aware of any physical, mental or emotional impairment which could compromise their ability to exercise their professional judgement or ability to deliver veterinary services (Guideline 8.1).
A veterinary practitioner may self‐report impairment or incapacity either as a self‐disclosure by notifying the Board or when they apply to renew their annual registration. Seeking personal help from health practitioners does not automatically trigger any reporting to the Board.
Impairments that could compromise a veterinary practitioner’s ability to practise veterinary medicine or surgery would be those that significantly affect assessment and decision‐making, communication or sensory or physical delivery of services. A severe substance dependence would also significantly affect a veterinary practitioner’s ability to practise.
Health conditions that are appropriately managed through ongoing relationships with health practitioners and if necessary, through appropriate adjustments to practice, need only be self-reported if there is a risk of impairment to practice. Disclosure and discussion with the Board about a possible impairment does not automatically lead to regulatory restrictions.
More information:
The Board manages complaints involving concerns about the wellbeing of a veterinary practitioner sensitively and in accordance with legal obligations, including confidentiality, privacy and natural justice principles.
Under Division 2 of the Veterinary Practice Act 1997, a preliminary investigation into the health of a registered veterinary practitioner may be conducted if the Board believes that the ability of a registered veterinary practitioner to practise veterinary medicine or surgery may be affected because:
- of the physical or mental health of the veterinary practitioner, or
- the veterinary practitioner has an incapacity, or
- the veterinary practitioner has a severe substance dependence.
The first step taken is an initial risk assessment to identify whether the conduct in question may require urgent attention. Under section 24 of the Act, the Board may suspend the registration of a veterinary practitioner either on deciding to conduct a preliminary investigation into a complaint or on deciding to conduct a formal or informal hearing into the conduct matter without preliminary investigation. The Board may only exercise its powers under section 24 of the Act if it is of the opinion that, because of the practitioner's conduct:
- there is a risk that health and safety of the public or the health and welfare of animals will be endangered
- the risk is serious, and
- it is 'necessary' to suspend the practitioner's registration in order to protect against the risk.
It is important to note that the Board may decide that it is not necessary to suspend the registration of a veterinary practitioner. In this case, preliminary investigation of the reported matter would proceed without suspension. Sometimes, to minimise risk to the health and safety of the public or the health and welfare of animals, conditions are imposed on a veterinary practitioner’s registration while a matter is being investigated.
- The Board works constructively with the veterinary practitioner and relevant human health professionals to understand the challenges and limitations created by each practitioner’s individual circumstance. The Board recognises veternary practitioners, together with relevant health professionals, are best placed to provide information about abilities, which aspects of practice may be problematic, and how the veterinary practitioner's health issue is managed. The outcome of any complaint will not be known until the investigation and/or hearing process is completed. While Board processes can take time, it should not be assumed that they will result in any adverse finding against a veterinary practitioner.
- Where an impairment is determined to affect a veterinary practitioner's ability to practise, the Board's preference is for outcomes that guide work to continue in ways that protect the public and animals and also support the veterinarian's health. For example, the Board may introduce conditions on practice for a period of time.
More information: Video and factsheet: What happens if your practice is impaired by a health issue? (produced by AVBC)
There is a wide range of factors that contribute to wellbeing, within and beyond veterinary work. These factors can include personal health, relationship and financial circumstances, inappropriate or aggressive client behaviours, and workplace management and leadership issues.
Veterinary practitioners seeking support to maintain their wellbeing can access support in a number of ways, in both personal and professional settings. For example:
- Family and friends
- Mentors and peers
- Health providers
- Workplace support, including Employment Assistance Programs (EAP), trained mental health first aiders, managers and HR managers, WorkSafe Victoria and the Workplace Ombudsman
- Organisations which provide counselling and support, self assessment tools and general resources, including
- Lifeline Australia 131 114 provides all Australians experiencing a personal crisis with access to 24 hour crisis support and suicide prevention services
- AVA Telephone Counselling 1300 687 327 is an all-day every day service available to Australian Veterinary Assocation members, the vet professionals that work for them (who may not be AVA members) and family members
- Black Dog Institute has information and self-tests for symptoms, treatment and prevention of burnout and more at resources and support and TEN network for health professionals.
- Mindspot 1800 614 434 is an online and phone clinic providing free assessment and treatment services for Australian adults with anxiety or depression.
- Beyond Blue 1300 224 636 provides information and support to help everyone in Australia achieve their best possible mental health, whatever their age and wherever they live
- THRIVE is the AVA's veterinary wellness initiative for veterinary teams and individuals. THRIVE aims to support veterinarians and veterinary staff lead satisfying, prosperous and healthy careers
- 1800RESPECT 1800 737 732 is the national domestic family and sexual violence counselling service
- Mensline Australia 1300 789 978 is a free telephone and online counselling service offering support for Australian men anytime, anywhere
- Headspace 1800 650 890 free online and phone service supporting young people aged up to 25 and their families
- Q Life 1800 184 527 is a national service which provides anonymous and free GLBTI peer support and referral from 3pm to midnight every day
- Griefline 1300 845 745 provides compassionate and confidential support to anyone who is grieving
- Support after suicide 03 9421 7640 supports those bereaved by suicide by providing resources and services for individuals and professionals
- SANE 1800 187 263 is for people with people with recurring, persistent or complex mental health issues and trauma, and for their families, friends and communities
- Head to Health contains support resources from the Australian Government
- Mental health and wellbeing is the Victorian Government's Better Health Channel
Related guidelines
Date of publication
In effect from 1 May 2021.
This material is current only at the time of publication and may be changed from time to time. The Board reviews and updates the Guidelines on a continuous basis to reflect changes in the science and knowledge base underpinning contemporary veterinary practice. The Board will take reasonable steps to inform the veterinary profession when such updates are released but it remains the responsibility of the individual veterinary practitioner to ensure that their knowledge and application of these Guidelines to their own practice is current.
While the Board has made every effort to ensure that the material in these Guidelines is correct in law, it shall not be liable to any veterinary practitioner or any other person or entity in relation to any claim, action or proceeding whatsoever (whether in contract, negligence or other tort or in proceedings seeking any other form of legal or equitable remedy or relief) for any inadequacy, error or mistake, or for any deficiency in the whole or any part of this document (including any updates incorporated in the document from time to time). A veterinary practitioner or any other person or entity acting upon the contents of this document acknowledges and accepts that this is the basis upon which the Board has produced these Guidelines and made them available to such person or entity.