4 Nov 2025
When it comes to job opportunities, the temptation is to eye up only the cash part of the offering. But as Vet Times Jobs’ Lindsey Lawrence and Emma Townson explain, there’s much more to consider before taking that new role…
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When you’re weighing up a new job offer, it’s easy to focus on one number: the salary. But there’s so much more to a job package than what’s printed on your payslip. From CPD allowances and rota flexibility to pension contributions and RCVS fees, the full offer can make a huge difference to your career satisfaction – and your quality of life.
As an RVN-led recruitment team, we work with veterinary professionals and practices every day, helping match the right people with the right roles. We know how confusing – and sometimes overwhelming – it can be to compare job offers or even feel confident enough to negotiate.
That’s why we’ve put together this guide: to break down what’s really included in a vet nurse job package, how to tell if you’re being offered fair pay, and top tips to make your CV and application shine.
Whether you’re just starting out or looking for your next step, this article will help you feel more informed, empowered and ready to make choices that work for you.
Let’s talk honestly about pay. But not from a place of frustration. From a place of progress.
The conversation around RVN pay is changing. Slowly, but surely, expectations are rising, and so they should. Veterinary nurses today are stepping into leadership roles, running clinics, training students, improving patient outcomes and strengthening client relationships. It’s a role that brings real, measurable value to a practice.
To feel confident about what you ask for in a salary, it helps to understand the landscape.
In the UK, there are three wage benchmarks:
Yet, many RVNs, especially early in their careers, are often offered salaries that sit just above, or even below, this line. That’s why it’s important to step back and ask: does this role reflect the professional value I bring – not just what’s legally required?
But here’s the flip side, and a huge opportunity: when RVNs bring fresh ideas and services to the table, it opens space for growth and greater reward. If you have a skill or interest that could generate value for the practice, pitch it. Whether it’s a new nurse-led clinic or an efficiency tweak in stock control, your ideas could help shape the future of the business and your role in it.
Think nurse-led clinics, weight management programmes, client education, in-house CPD sessions, infection control audits and nutrition advice – the list is endless.
These aren’t just helpful, they’re business drivers. If you can demonstrate how your skills and interests can support growth or client retention, you shift the conversation from “Can they afford to pay me more?” to “How can we grow this together?”
Pay doesn’t happen in isolation; it’s influenced by what’s possible for the business, and that’s where collaboration comes in. When you show that you understand the bigger picture and have ideas that support it, you’re not just negotiating, you’re investing in a shared future. It’s about recognising your potential to contribute more and being rewarded accordingly.
So, when you’re reviewing a job offer or preparing to negotiate salary, ask yourself:
Fair pay shouldn’t just be about being compensated. It’s about being seen for the value you can bring as an RVN.
If both sides understand that, the whole profession benefits.
It’s easy to zero in on the salary when you’re offered a new role, but there’s often much more included in a package than just the headline pay. The extra bits (or lack of them) can make a big difference to your day-to-day experience, your development and even your long-term financial security.
Here’s what to look out for when reviewing an offer:
Always ask what’s included if it isn’t clear. Sometimes a job with slightly lower pay has a far better total value.
Congratulations. You’ve got a fantastic new job offer (or maybe a couple). The salary looks decent. You’re picturing your name on a new uniform. It’s tempting to stop right there and sign on the dotted line.
But remember, your next job isn’t just a number on a payslip. It’s your next chapter, your next team, your next 2am emergency shift or Friday pub quiz. So, let’s look beyond the zeros and dig into the real value of a job offer.
When choosing between roles, it’s tempting to follow the highest salary. But context matters.
Always check local living costs, £30,000 in Cornwall feels very different from £30,000 in central London. Don’t forget to factor in things like housing, transport and, yes, how much your oat milk flat white costs on your day off.
And then there’s the intangibles. The things no job ad can fully capture:
Sometimes the highest offer isn’t the best one. Sometimes the “lower” offer includes mentorship, paid CPD, a team that’s got your back and rota flexibility that allows you to actually enjoy your weekends. That’s not a pay cut – that’s a quality-of-life boost.
Let’s be honest, negotiating a job offer can feel uncomfortable. Many vet nurses worry that asking for more will seem pushy or ungrateful. But here’s the truth: negotiation is normal. It’s simply part of the process, and a good employer will respect that you’re taking your career seriously.
Be clear on what you need from your next role. Check industry benchmarks, chat to fellow RVNs, and reflect on your experience, qualifications and skills. Have you trained student nurses, earned a certificate or taken on leadership? All these things add value, and it’s okay to highlight them.
So, if you’re asking for more, whether it’s salary, hours, or CPD budget, consider the value you bring in return. Can you support growth and generate revenue through nurse-led clinics, client education or in-house services? Showing you understand the business side and how your role supports it can really strengthen your case when it comes to negotiating.
Stay positive and professional. If the offer doesn’t feel right, it’s okay to walk away. The right job is out there, and you deserve to feel valued. Not just for what you do, but for the potential you bring.
Your CV is your first chance to show a potential employer who you are and what you bring to the table – so make it count. You don’t need pages of detail, just clear, relevant information that highlights your skills, experience and enthusiasm for the role.
Write a friendly, specific cover letter. Show excitement for the role and alignment with the practice’s values.
Our tip: don’t let AI write your CV. Practices will notice. Let your personality and professionalism shine through.
Whether you’re stepping into your first RVN role or considering a career move, it’s important to look at the full picture of what’s on offer, not just the salary.
It includes development opportunities, well-being support, team culture and a package that helps you thrive both in and out of practice. Understanding your worth, doing your homework, and being confident in negotiations are all key parts of building the career you deserve.
You work hard. You care deeply. And you deserve a role that values both.
If you feel the role is not right for you, there is nothing wrong with turning down an offer. However, please don’t ghost. A simple message to let them know shows professionalism, keeps doors open and helps maintain good relationships for the future.
After all, in this industry, you never know when you’ll cross paths again. Don’t be a Casper.
