Ignoring Red Flags in Veterinary Clinics: Protecting Yourself and Your Career as a Relief Veterinarian

Why Red Flags Matter (Especially for Relief Vets)

Confession time: I still get butterflies before a first shift at a new hospital. My brain races with questions: Will the schedule be reasonable? Will the tech team have my back? Will I be a good fit here?

Walking into the unknown is part of relief life. Even when you are adaptable and confident, it is easy to worry that you missed a warning sign before you signed the agreement.

Just like dating, ignoring professional red flags usually leads to regret. If you overlook clear signals, you can end up with a miserable day, week, or month, depending on your commitments.

Relief veterinarians are especially vulnerable because we step into clinics with limited context. There is pressure to fit in fast and to perform. Flexibility is important, but not at the expense of your ethics, safety, or lifestyle.

In this post, we will cover common red flags, what to do when you see them, and how to protect yourself before you ever accept a shift.

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Common Red Flags You Should Never Ignore

This list is not exhaustive, but it will help you decide what counts as a red flag for you. These can show up before your first shift, during it, or later in the relationship.

Team Dynamics

• Gossip, disrespect, or visible tension on the floor
• High turnover with no clear reason
• Untrained or constantly short-staffed support team
• Example: During your intro, the manager bad mouths staff or the associate. That is a preview of how conflict is handled.

Medical Standards

• Cutting corners on diagnostics or records
• Poor pain management, inconsistent premeds, or unsafe anesthesia
• Pressure to skip consent or discharge instructions
• Example: Post-op patients are sent home without analgesia and you are discouraged from adjusting protocols.

Leadership and Communication

• Unclear expectations or moving targets
• Micromanagement or public criticism
• No defined point person for decisions
• Example: A lead tech changes your plans inappropriately, or the owner of the practice critiques cases after the fact without prior guidance.

Scheduling and Boundaries

• Habitual double booking without support
• No lunch, no blocks for euthanasias, or tech-free doctor days
• Unrealistic production goals for relief coverage
• Example: Euthanasias are always double booked and delegated to a tech because “that is how Dr. Smith does it,” or you are expected to draw blood and trim nails for every patient with no help.

Financial or Ethical Concerns

• Quotas, upselling pressure, or blanket protocols that ignore medicine
• Questionable record keeping or under-the-table pay
• Medications dispensed for pets without a valid VCPR
• Example: Every diarrhea patient “always gets” a B12 injection with no medical justification.

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What To Do When You Notice Red Flags

Follow these steps so you can finish obligations gracefully without burning bridges or yourself.

Step 1: Stay professional in the moment. Even if you feel blindsided, keep comments neutral. Do not vent to the wrong person. Say only what you would comfortably repeat to leadership. I know, this one is challenging. But it is important! Don’t vent to the wrong people.

Step 2: Document major issues. Privately note what happened, who was involved, patient details if relevant, and why it was inappropriate or unsafe.

Step 3: Ask clarifying questions. Use curious, nonjudgmental language. Is this a training gap? Did someone call out? Is this an “only because Dr. So-and-So prefers it” situation?

Step 4: Finish your shift gracefully. Most issues are not severe enough to walk out. If a core boundary is crossed and you must leave, know the bridge is likely gone. Finish the day with grace.

Step 5: Discuss with leadership. During or after the shift, outline the issue factually. Ask whether it was a one-off or standard practice. Share why it is outside your comfort zone and what you need to proceed.

Step 6: Set a boundary. Be clear and kind, but firm. This can be in person, over phone, or by email (not text). I prefer email for the paper trail. Examples:

• “I will only work if an experienced assistant or RVT is scheduled with me.”
• “I do not provide AI or breeding services for canine and feline patients.”
• “I will not be returning to the practice.”

Step 7: Share carefully, when appropriate. If you witnessed negligence or severe concerns, you may alert trusted relief colleagues with facts only. Reporting to boards is reserved for true neglect or malice. When in doubt, seek counsel first.

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Catch Red Flags Early: Protect Yourself Before You Accept a Shift

Research the clinic. Look at website and reviews, ask colleagues you trust, and pay attention to patterns. Online feedback is one data point, not gospel- we all know how “yelp” reviews only tell one side of the story, but look for trends.

Interview the clinic with intention. I schedule a 30 to 60 minute video call before I work anywhere. In person tours are even better if possible. Ask the same core questions every time so you can compare apples to apples:

• Do doctors get a protected lunch?
• How many support staff per DVM, and how many are RVTs?
• Who is my point person for medical questions and schedule changes?
• What are the anesthesia and pain management standards?
• How are euthanasias scheduled and supported?

Trust your gut. If something feels off, pause and explore why. Your instincts are data.

Set expectations in writing. Contracts are your friend. Include preferences and no-go items in your agreement or intro email. I use an FAQ sheet that outlines my shift preferences, surgery comfort zone, and key boundaries.

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Quick Check: 5 Questions To Ask Yourself After a Trial Shift

1. Did I feel respected and supported by leadership and staff?
2. Were patient care standards aligned with mine?
3. Was the schedule realistic, with adequate tech support?
4. Did communication feel clear and calm, even under pressure?
5. Would I be proud to put my name on the records here?

If you cannot say yes to most of these, pause before you book again.

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Building a Red-Flag-Proof Career

If you are burnout proofing your career, you are also red-flag proofing it. Prioritize clinics that align with your values. Be transparent and expect the same in return.

Aim for the long game: freedom, growth, and sustainability. Do not torch every bridge. You will not always get your favorite clinics or perfect days, but if a clinic repeatedly pushes past your boundaries, that undermines the entire point of relief work.

I am a relief veterinarian because I want to choose when I work, where I work, and how I practice medicine. A clinic full of red flags makes that impossible.

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Conclusion

You cannot control every clinic, but you can control your response. Trust your gut. Name your boundaries. Protect your energy and your career.

If you want help choosing healthy clinic relationships or building a schedule that actually fits your life, check out my coaching services and the Ultimate Relief Veterinarian Planner (now available as a digital download on my Stan Store and on Amazon KDP).

Your turn: What red flags have you ignored and later regretted? Comment below, DM me on social, or email me at DrKatieHogan@KatieHoganDVM.com. I would love to hear from you.