May 2025 Newsletter

May Newsletter.pdf

Download PDF • 561KB

The Changing Landscape for Independent Equine Veterinary Practices

A relatively serious newsletter for once. Not really my style but food for thought - I wanted to share a few insights of what happens behind the scenes from a legal and bureaucratic perspective. Looking at the horses is the easy part, the nice part, it’s all that’s got to do with pushing a pen that’s causing my hair loss.

A lot has changed since I moved to the UK 13 years ago, and even more so since I was a young vet student visiting practices all over Europe and America. Back then, I had quite a few more hairs and the veterinary profession was vastly different. Everything was new and exciting - many of the pressures we now face were not even on the horizon.

I can proudly say that I’m one of the youngest remnants of an old generation of vets that didn’t have digital x-rays and had to wait to process films in a dark room - which was in fact my first “job” when I visited Hagyards in Kentucky in 2006 as a student. Scanners as well were pretty rudimental back then: looking back, vet technology of 20 years ago feels prehistoric. When I was learning the ropes and listening to every drip of knowledge, I could snatch off Micheal Spirito, Bob Hunt, Dwayne Rodgerson and Big Gianni, hands and eyes were the most important diagnostic tools, and I can gladly say they still are to me, despite my crystal-clear love for ultrasonography. I worked and lived it up with colleagues from America, Canada, Mexico, Peru, Chile, Argentina, Brazil, Puerto Rico, Spain, France, Germany, Holland, Belgium, Ireland, Czech Republic, Poland, Holland, Switzerland, Portugal, South Africa, Egypt, Australia, Japan, New Zealand - and I think I grasped some from each of them. Crazy how these connections developed in your teens and 20ies are everlasting.

For sure, my mind completely opened up when I started travelling whilst in vet school, and went from a narrow-minded boy to understanding that the world is bigger than you think, but in a way “omnia munda mundis”. That’s probably why I’m so keen for my nieces in Italy to travel as much as possible.

The landscape has shifted in profound ways—particularly with the challenges posed by Brexit and the increasing corporatisation of veterinary services. These developments are not just reshaping our professional environment—they're redefining the way we conduct business, source medicines, serve our equine clients and think of our careers.

Brexit

I was lucky enough to start traveling as a teenager when the Schengen Arrangement was implemented and the whole of the continent opened into a single big country. I remember switching from Lyras to Euros! Those halcyon days are over and what then seemed to be a meltin’ pot of talent, serving out the sauciest professionals on a plate of opportunities has now been spoiled by bad cooks and lousy reviews.

One of the most immediate and tangible effects of Brexit on our line of duty has been the significant reduction in the number of overseas veterinary professionals entering the UK workforce. Previously, a large portion of veterinary surgeons—particularly in equine and rural practices—came from EU countries. With the introduction of visa barriers and more complex registration requirements, recruitment has become increasingly difficult. As someone who is an immigrant myself, I’ve always seen the value in a multicultural team—not just as a matter of inclusion, but because each individual brings unique knowledge, experiences, and perspectives to the table. It enriches, strengthens our problem-solving, and helps us better relate to a diverse client base.

I was lucky enough to be accepted wherever I went (I suppose I’m just adorable), including being “adopted” by the Albutts in Winchcombe when I moved to the UK, which probably was one of the key factors in my decision to remain long term. Then well yes, I met Emily and the decision was cemented.

However, hiring skilled foreign vets is now far more complex. It would have been a sesquipedalian task to overcome if current regulations had been in place when I moved over. Practices must become licensed sponsors under the UK’s Skilled Worker visa scheme, a process that includes an initial registration fee, compliance duties, and legal oversight. Issuing a certificate of sponsorship adds further cost, and when combined with visa fees, immigration health surcharge (approx. £1,035 per year), and relocation support, the total cost per overseas hire can easily exceed £5,000–£7,000.  For 5 years of employment, figures range north of £10,000 just in taxes and charges alone.

Definitely, I would have not been able to afford such figures when I relocated to the UK. Can you even remotely imagine living in a world where you don’t experience the delight of knowing me?

On top of this, foreign vets must pass English language exams (which is fair) and complete professional registration with the Royal College of Veterinary Surgeons (RCVS)—a process that can be slow, uncertain, and discouraging for both candidates and employers. For small practices, these barriers make it harder to build the international, dynamic teams that once helped define the veterinary workforce in the UK.

Although veterinary education is largely standardized across Western countries, the recognition of veterinary degrees is limited to specific nations through mutual agreements—a situation made more complex by Brexit. Currently, foreign veterinary degrees are only recognized for 5 to 7 years after graduation. This poses a significant challenge for younger generations, as hiring foreign vets can incur additional costs that some practices simply cannot afford. It also affects older, more experienced vets who may no longer fall within the recognition window; despite potentially being more employable, their degrees may not be accepted.

Despite the complexities surrounding degree recognition, migration of professionals continues to deliver considerable advantages to the UK—particularly within the veterinary sector and beyond. Employing professionals who were educated abroad is not only economically efficient but also strategically advantageous. These individuals arrive with rigorous academic training and valuable practical experience, yet the UK avoids the substantial financial outlay required to educate them—an investment borne by their countries of origin. In return, the UK benefits from their expertise and from their sustained contributions to the economy through taxation and national insurance. This rationale extends beyond qualified professionals. Many migrants without formal academic credentials undertake vital roles across a broad spectrum of industries, from animal care and agriculture to hospitality and logistics. These workers frequently fill critical labor shortages, ensuring continuity of services in areas where domestic staffing is limited. Whether skilled or unskilled, migrant workers contribute meaningfully to the economy, supporting both operational capacity and societal wellbeing through their labor and fiscal input. Their presence enhances the UK’s economic resilience and enriches the social fabric—often in subtle but deeply significant

ways.

As you can imagine, the financial burden of added recruitment and regulatory costs presents a genuine challenge for employers. These pressures can ripple through the workforce, affecting existing employees and restricting the ability of businesses to grow, invest, and reach their full potential.

Brexit has also introduced new layers of complexity to the transportation of horses (and goods in general) between the UK and the EU, as we all know. Strawberries now come along with a large volume of documents in each lorry from Spain. You think you’ll have Parma ham with your melon whilst dining al fresco and enjoying this glorious summer weather? It is an Italian import and had to meet Italian food standards (which are actually the strictest on

earth!), EU standards, then cross over the pond and meet with UK regulations. My dad used to produce Parma ham, I know what I’m talking about! More recently, uncertainty surrounds the implementation of food standards in light of UK-US trade agreements which is something that gets all of us folks in the countryside concerned about what we will be eating. That’s something we should not underestimate: life expectancy in Europe is 5+ years longer than in the US, we are what we eat - would you swap your Sunday roast for a deep-fried chicken?

Anyway, I’m digressing here. What was once a seamless movement is now delayed by additional paperwork, animal health certifications, and border controls. These administrative hurdles create stress for clients and increase the workload for veterinary staff managing export documentation—particularly for competition horses, sales, and breeding stock.

In all honesty, the current horse export certification is absolutely a waste of time and paper: literally we have to charge clients to eyeball a horse and stamp about 15 pages of small prints that no one reads, only to fulfil legal requirements dictated by lack of mutual agreements on free movement which until only a few years ago was a

cornerstone of trade within European territory. In a digital world that tries to be as environment friendly as possible, it seems dull-witted and provincial that no one up in tall buildings has come up yet with a digital alternative to harmonies these processes and speed things up.

Access to veterinary medicines has also become more difficult post-Brexit. Supply chain disruptions and stricter importation rules have led to delays and limited availability of certain key drugs. Practices now face longer lead times, increased costs, and fewer options for sourcing certain products—affecting both patient care and operational efficiency. Added customs and import tax between EU and UK has led to additional expenses which ultimately are footed by the end customer - the horse owner.

Purchase of equipment now has to go through additional hoops - most of medical (veterinary) manufacturing happens in Germany or in the East. Our scanners are General Electrics, designed in Japan, manufactured in China and Taiwan, imported to the EU, then sold to the UK. Our X-ray machines are marketed in the US, and as a result purchase price is highly dependent on pound vs dollar exchange rate. Videoscopes are German and subject to import restrictions and taxes. Anyway, you got the idea, it’s not as smooth as walking into Curry’s PC World and buying a new laptop - which is probably also assembled in the East!

Corporatisation

At the same time, the corporatisation of veterinary services continues to reshape the profession. Large corporate groups now control a growing proportion of small animal, equine and mixed practices, and their influence is increasingly felt in how services are delivered, priced, and supported.

This is definitely something that I did not see, foresee or experience whilst a vet student, which is 18+ years ago. Back then, completing my studies, I looked forward to developing my own career and joining a group of likeminded individuals in a veterinary practice or setting up on my own, which perhaps was a thought that kept lingering in the back of my mind till it happened in real life. That's a picture of my vet school above, so many fun memories. Pretty cool place, isn’t it?

In some areas, near-monopolies have formed. When a corporation owns most of the local practices, clients are left with no meaningful alternative. The lack of choice and genuine competition, the cornerstone of entrepreneurship, allows corporates (in any field in fact) to inflate prices, knowing clients have little room to shop around. Without healthy competition, price transparency vanishes—and the impact is felt directly by horse owners and indirectly by independent practices.

Supply chain dynamics have also shifted - and this has given us some grief recently. Corporates often have exclusive contracts with wholesalers, granting them priority access to drugs and medical supplies. It’s increasingly common for independents to be told that key products are "out of stock," only to discover that those same products are still available—but ring-fenced for corporate clients.  Luckily, we have a group of trusted suppliers who stand by our side so whilst we experience the occasional supply disruption, we are able to find alternatives swiftly.

I can give you a clear example without making any names in case someone decides to sue me. There is a large corporation, which was initially started by a candy manufacturer, and still makes a very popular chocolate bar, that now owns more than 3,000 (yes 3 thousand) vet clinics, plus drug wholesalers, animal feed and diagnostic companies. If that was me, I would also try to get my hands on a veterinary insurance provider so then it would be a full circle operation. I hope you guys can see with me where the issue lies here. Whilst being myself a genuine liberal, regulations and laws in order to preserve fair competition seems paramount at present stage - in any area of business.

Another long-term concern is how corporatisation affects the future of the profession, specifically younger veterinary careers, and this in my mind is the most distorting consequence.

In my view, the younger generation of vets will eventually struggle under corporate models, as these structures limit their ability to buy into the practices they helped grow and develop, and become shareholders. Unlike traditional partnerships, corporate practices offer little or no pathway to ownership—effectively keeping talented professionals in perpetual employment and capping their development. This removes the opportunity to join a profit stream, to invest in and shape their own business, to share a North-Star and to become a true “homo faber” - creators of their own professional destiny. It risks turning the vocation into a job, rather than a career built on personal investment and long-term vision. And definitely, being a horse vet is not a 9-to-5 job, it is a lifestyle made of daily grind garnished with blood sweat and tears! But somehow a lifestyle that’s worth giving a go.

I suppose running any type of business means facing different challenges - challenges that bring resilience, strength, adaptability and integrity. Despite these significant industry-wide pressures, our practice continues to grow — we are just very good vets! I like to think that you guys see why we are doing well, we aim to provide you with the best care we can offer whilst being approachable and personable. We are currently expanding—both in the range of services we offer and in the number of vets joining our team. Hopefully you’ll meet the new kids on the block over the summer and hopefully they will become familiar faces pretty swiftly!

This growth reflects the confidence you guys’ place in us and the hard work of our dedicated staff.  I wake up every morning thinking on how we can make our little gem of a practice better and keep staff and clients happy and that is probably the best aspect of our

profession, being able to help whilst enjoying what we are doing. Lots of changes happening in 2025 so watch this space. Who needs to sleep anyway!

May is the best month to be a vet. We are off to sales now, rapid fire from Doncaster, to Newmarket, to Deauville. The flat season is on us and I’ve got to admit it’s well nice to be blocking and scoping horses wearing shorts as opposed to thermals and wooly hats.

I hope you enjoyed reading this newsletter.

Best regards,

Paolo

Want more of these? Then register to our newsletter on www.guascoandassociates.com