From 1 April 2026, several updates to apprenticeship funding and contributions will come into effect for new starters. Below is an overview of the key changes:
Changes for non-levy paying employers (employers with an annual pay bill of less than £3million):
Fully funded apprenticeships for those aged 24 or under
From April 2026, apprentices aged 24 or under working for non-levy employers will have their training fully funded by the Department for Education (DfE). This means the usual 5% employer contribution will no longer apply.
Changes for levy paying employers (employers with an annual pay bill of more than £3million):
The current Apprenticeship Levy will be replaced by a new “Skills and Growth Levy.”
Under this new system, funds will be able to support a broader range of training, not just apprenticeships. While full details have not yet been confirmed, further guidance is expected on what types of training will be included and we will update our website when we know more.
Shorter timescale to use levy funds
At present, levy funds must be used within 24 months from the month they are paid in. However, from April 2026, this timeframe will reduce to 12 months. Any unused funds after this period will return to central government. In addition, the current 10% government top-up on levy contributions will be removed.
Increased contributions after levy funds are used
Currently, organisations contribute 5% of monthly training costs once their levy funds are spent, with the remaining 95% covered by the DfE. From April 2026, this contribution will increase to 25%, with the DfE funding the remaining 75%.
Additional information for all employers
Increase to the National Minimum Wage (NMW) for Apprentices
The National Minimum Wage for Apprentices will rise from £7.55 to £8.00 per hour. This rate applies to apprentices under 18, and apprentices aged 19 and over in the first year of their apprenticeship.*
Incentive payments for apprentices aged 16-18
The £1,000 incentive payment available to employers who recruit apprentices aged 16 to 18 will remain in place. This payment is made in two instalments:
£500 after the apprentice has been on programme for 90 days
£500 after the apprentice has been on programme for 365 days
Overall, the 2026 updates introduce both increased flexibility and new considerations.
Apprenticeships may become more accessible for younger people, particularly in smaller organisations
Funding systems will allow for a wider range of training options
Financial planning will become more important due to shorter funding windows and higher contributions in some cases
Apprenticeships remain a valuable pathway for building skills and supporting career development. As these changes take place, it’s useful to stay informed and consider how they may shape future opportunities.
If you’re an employer thinking about how apprenticeships can work for your business, or you have any questions about the changes, please don’t hesitate to request a call back here.
Please note that the information in this post is correct at the time of publishing and may be subject to change.
Dog Grooming Events and Professional Development: Why It Matters and How to Build It into Your Career
Dog grooming is practical, creative and demanding. No two days are quite the same. One appointment may be a well maintained pet trim, the next a matted rescue dog who needs patience and careful handling. In a profession with so much variation, it’s important to keep learning.
Professional development gives groomers a structured way to keep improving. It helps you stay current, work safely and confidently, and build a reputation that reflects the standard you aim to uphold.
Why further learning is important for dog groomers
Keeping your skills current and relevant
When you are grooming every day, it is easy to rely on familiar techniques. The challenge is that small habits can form over time, and without outside input it becomes harder to spot where improvements could be made.
For example, attending a breed specific seminar often highlights subtle refinements that make a noticeable difference. It may be a more efficient prep routine, a cleaner outline, or a better understanding of coat texture. These are not dramatic changes, but they build steadily and elevate the overall quality of your work.
Strengthening welfare and professional judgement
As a dog grooming training provider, one of the most important reasons we encourage ongoing learning is welfare. Every dog that comes into a salon brings its own needs, whether that is age, health considerations, coat condition or behaviour.
Ongoing education sharpens your ability to assess those factors and adapt your approach. A seminar on canine behaviour might change the way you structure your appointments. Training in first aid can give you the confidence to act quickly and appropriately if something unexpected happens. Learning more about skin conditions and coat disorders can help you identify when to adjust your grooming plan or suggest veterinary advice.
Professional development reinforces the responsibility that comes with the job and supports better decision making, which benefits both the dog and the owner.
Building confidence in your pricing and positioning
There is also a business side to professional development that often gets overlooked. Dog groomers sometimes hesitate to review pricing or introduce new services because they are unsure whether their skill level justifies it.
When you invest in further training, that confidence grows naturally. You understand the technical reasoning behind your work. You can explain your approach clearly to clients. You are better equipped to position your services appropriately within your local market. Courses on time management, client communication or marketing can also have a direct impact on how smoothly your salon runs.
Practical ways to continue your development
There are many accessible routes for dog groomers looking for further learning opportunities:
Workshops and practical training days
Hands on workshops remain one of the most effective ways to refine technique, and smaller group settings allow for individual feedback. Whether the focus is advanced scissoring, hand stripping, creative styling or managing challenging coats, practical sessions encourage you to step outside your usual routine. They also provide the opportunity to ask questions openly and learn from the experience of others in the room.
Industry congresses and educational events
Congresses and larger educational events bring together groomers from across the industry. Demonstrations from experienced professionals allow you to observe technique in detail, often with commentary that explains not just how something is done, but why.
These events also create space for conversation. Speaking to other groomers about common challenges, pricing structures or workflow can be just as valuable as the formal sessions.
Dog Grooming Congress Dog Grooming Congress aims to provide valuable knowledge and skills to both seasoned professionals and trainees in the dog grooming industry. It offers dog groomers the ideal opportunity to learn from award-winning dog groomers, network with fellow groomers and brush up on their professional skills.
Curious about what we get up to at Dog Grooming Congress? Check out the highlights from 2025:
Trade shows offer a different kind of learning. Being able to handle equipment, compare tools and speak directly with suppliers helps you make informed decisions about what you use in your salon. Live demonstrations often introduce new techniques or products that can improve comfort and efficiency. Even small changes to equipment or layout can have a meaningful impact over time.
Dog grooming competitions
Competitions are sometimes seen as intimidating, but they can be powerful development tools. Preparing for a class encourages attention to detail, disciplined coat preparation and strong time management.
For those who prefer not to compete, observing is still highly educational. Watching experienced competitors work under pressure highlights efficient techniques and finishing touches that can be adapted for everyday salon work.
Online learning and peer discussion
Webinars and online courses provide flexibility, particularly for groomers balancing busy salons and family life. Peer groups, both in person and online, also play an important role. Discussing challenging grooms or sharing practical solutions keeps you thinking critically about your own approach.
For groomers at every stage of their career, ongoing learning is what keeps standards high and enthusiasm strong. It ensures that the service you provide continues to evolve, alongside both the industry and the dogs you care for every day.
Is a Dog Grooming Apprenticeship Worth It for Employers?
With rising demand for dog grooming services and increasing pressure on staffing, some salon owners may be looking at recruitment options and asking: is a dog grooming apprenticeship worth it for employers?
Apprenticeships require time and commitment, so it’s completely reasonable to want to understand the return on investment before getting started. This article looks at the real benefits, common concerns, and why more grooming businesses are choosing dog grooming apprenticeships as a recruitment solution.
What employers need to weigh up
When considering a dog grooming apprenticeship, most employers think about the time needed to support training, cost and wages, impact on productivity, and whether the apprentice will stay long term.The value of an apprenticeship lies in how well it balances these concerns with sustainable skills development and business growth.
The business case for dog grooming apprenticeships
1. You train a dog groomer that meets the needs of your salon
One of the biggest advantages of a dog grooming apprenticeship is that training happens in your salon, not in isolation. With a Level 2 Dog Groomer Apprenticeship, apprentices learn:
Core grooming skills in real working conditions
Your standards, routines, and expectations
Professional behaviours alongside technical ability
Rather than retraining someone later, you develop a dog groomer who grows into your business from day one.
2. Apprentices can help address staff shortages in your dog grooming salon
Experienced groomers can be difficult to recruit, and competition for staff can be costly.Apprenticeships allow you to grow your own dog groomers, reduce reliance on external recruitment, and plan for future capacity rather than reacting to gaps. Over time, apprentices become confident, capable dog groomers who support day-to-day operations and long-term growth.
3. Apprenticeships support staff loyalty and retention
Employers who invest in training often see stronger commitment in return.Apprentices often stay with the business that trained them and progress internally rather than move on.For many employers, this improved retention alone makes a dog grooming apprenticeship worth it.
What about the time commitment?
It’s true that apprentices need support, especially at the beginning. However, apprenticeships are designed to be realistic for small and independent businesses.
Key points to remember:
Formal learning and assessment are delivered by the training provider
Off-the-job training can be wide-ranging and often workplace-based
Apprentices contribute productively as their skills develop
With the right structure, the time invested early on pays off significantly as the apprentice becomes more confident and capable.
Is it cost-effective?
Apprenticeships can be a cost-effective recruitment option for many employers because:
Government funding may be available to help cover the costs of apprenticeship training
Employers may be eligible for a £1,000 incentive payment if they take on an apprentice aged under 19
The national minimum wage for apprentices is currently just £8 per hour (April 2026)
Free recruitment support is available from CAW if you’re looking to take on someone new
Training providers can also help employers understand funding, wages, and eligibility so there are no surprises.
What support do employers get?
One of the most common misconceptions is that employers must manage everything themselves. In reality, working with an experienced provider such as The College of Animal Welfare means employers receive support with:
Assessing whether a dog grooming apprenticeship is right for their business
Recruitment (including advertising and screening candidates)
Structuring off-the-job training
Paperwork, compliance, and progress tracking
This support significantly reduces the administrative burden for employers.
When might an apprenticeship not be the right fit?
An apprenticeship may not be suitable if you cannot offer a genuine role with time to support learning, or you’re looking for immediate, fully independent capacity.
That said, many dog groomers who initially doubt their readiness find that, with provider support, a dog grooming apprenticeship is far more achievable than expected. If you’re interested in apprenticeships but not sure whether they’re right for your business, request a call back here and we can advise you on your options.
So, is a dog grooming apprenticeship worth it for employers?
For employers looking to build skills sustainably and reduce recruitment challenges, a Dog Groomer Level 2 Apprenticeship offers a structured, supported route to developing capable groomers who grow alongside your business – making it a worthwhile investment for many salons.If you’re considering whether an apprenticeship is worth it for your salon, the best next step is to request a call back to discuss what support is available and how the programme could work in practice.
Ready to get started with dog grooming apprenticeships?
At The College of Animal Welfare, we deliver the Level 2 Dog Groomer Apprenticeship as a work-based course with online learning – perfect for both newcomers to the dog grooming industry, as well as current members of your team who wish to undertake a formal dog grooming course.
This apprenticeship is available anywhere in England, and is a practical option to develop skills within your business. Plus, there are clear benefits for employers:
Apprentices can start at any time and train in your workplace.
Apprentices can be full or part-time.
The apprenticeship is employer-designed and focuses on practical grooming skills and knowledge.
Experienced dog grooming tutors provide ongoing support to both you and your apprentice.
No college attendance required – instead, your apprentice attends one afternoon per week of online lessons, and will have an allocated tutor to support them.
We have over 10 years’ experience delivering dog grooming training and supporting employers, with tried and tested methods of course delivery and student support.
Please note that the information in this post is correct at the time of publishing and may be subject to change.
Dog Grooming Congress 2026 is open for registration now!
We’re excited to announce our annual Dog Grooming Congress is returning in June!
This year’s event is sponsored by Simpsons Grooming Supplies and is taking place on Sunday 14 June 2026 from our training centre in Huntingdon, Cambridgeshire.
Dog Grooming Congress aims to provide valuable knowledge and skills to both seasoned professionals and trainees in the dog grooming industry. It offers dog groomers the ideal opportunity to learn from award-winning dog groomers, network with fellow groomers and brush up on their professional skills.
Watch award-winning dog groomers in action
This year’s congress boasts a fantastic programme of live demonstrations. Attendees can look forward to sessions on:
Asian freestyle fundamentals by Joseph Warrant Ywayan
Spiral Technique on a Toy Poodle by Vasileios Barlos
As well as chatting to exhibitors and watching demos, dog groomers can listen to a series of presentations being held throughout the day:
What is Tellington TTouch® by Alex Wilson
Cooperative Handling at Home:What Every Dog Groomer Can Ask Owners to Practise by Paul Daly
PetBookr: Software Made by Groomers, for Groomers by Connor Todd
How to Market Your Pet Grooming Business Both Online & Offline by Bill Betts
Book now for just £65
Dog groomers can attend Dog Grooming Congress for just £65. A discounted price of £35 is available to CAW dog grooming students and alumni (contact us for the discount code). A full event agenda, and further details about how to book, can be found on our website or by calling 01480 422060.
What is Live Online Veterinary Nurse Training?
Live Online learning is becoming an increasingly popular delivery model for Student Veterinary Nurses (SVNs) studying the Level 3 Diploma / Apprenticeship in Veterinary Nursing with us – and for good reason. It combines structured teaching, hands-on clinical experience, and modern learning technology to help students build confidence and competence in practice.
If you’re an employer considering this delivery model for your SVNs, or you’re considering applying for the diploma and want to understand how it works, here’s a clear guide to what Live Online veterinary nurse training involves:
Day release theory lessons in our online classroom
Online learning activities between sessions
Practical skills training days in-centre (approx. 10 days during the programme)
Free access to Virtual Reality anatomy and physiology, and OSCE preparation software
Day-to-day learning via employment or a placement in veterinary practice
How do Live Online lessons work?
Students attend regular timetabled virtual lectures delivered by tutors through our innovative online teaching platform. These sessions are interactive and designed to mirror the engagement of a physical classroom. Activities can include:
Group discussions and live chat
Breakout room tasks
Polls and Q&A sessions
Research and problem-solving exercises during class
Sessions are recorded so students can revisit material for revision and consolidation. Theory exams may be taken online via remote invigilation or in person at a training centre.
What learning happens outside Live Online lessons?
Live Online students also complete independent online learning activities before or after their scheduled classes. These tasks help prepare them for upcoming topics and reinforce key knowledge.
Students typically access this material through our advanced Virtual Learning Environment (VLE), where they can view lesson resources, submit assignments, track their progress and access recorded sessions. This structured digital support helps keep learning organised and accessible.
Do students still attend sessions in-centre?
Yes – practical, hands-on training remains an essential part of our veterinary nurse training. The majority of practical learning takes place within the student’s veterinary practice, supported by a clinical supervisor.
Live Online students also attend a training centre for approximately 10 days across the programme to complete practical skills training. These sessions focus on developing and refining clinical techniques in a purpose-built learning environment.
Where do practical skills days take place?
As one of the UK’s most established veterinary nurse training providers, we deliver practical skills days from centres across the UK.
Satellite training centres Many of our satellite centres are based within modern veterinary environments, giving students access to high-quality facilities. Current satellite locations include:
Blue House Veterinary Centre, Stoke-on-Trent (Biddulph)
GSPCA, Guernsey
Kernow Farm & Equine, Bodmin
Pool House Equine Clinic, Lichfield
Sussex Equine Hospital, Horsham
Wheelhouse Veterinary Centre, Chorleywood
Willows Veterinary Centre, Solihull
CAW Training Centres In addition to satellite locations, we operate dedicated training centres in Huntingdon, North London, Wigan, Leeds, and Edinburgh. These centres are easily accessible by car and feature practical skills facilities, lecture rooms with video conferencing facilities, and comfortable breakout spaces for students.
Together, these centres ensure students receive high-quality practical training in well-equipped, professional learning environments – while still benefiting from the flexibility of the Live Online model.
What technology supports Live Online learning?
Our students have access to modern technology and learning tools such as:
Virtual Classrooms Tutors deliver engaging sessions using audio, video, slides, chat, polls, and breakout rooms, allowing real-time interaction.
Virtual Learning Environment (VLE) A web-based system that hosts learning materials, lesson recordings, assignments, assessments, and progress tracking.
Virtual Reality (VR) Clinical Skills We are the first veterinary nurse college in the UK to incorporate VR into training. All CAW veterinary nursing students will be granted a license to use our anatomy and physiology, and OSCE preparation VR software. As well as exploring the anatomy and physiology of animals, students can practise OSCE-style tasks such as taking x-rays, packaging samples, and identifying parasites – helping build muscle memory and reduce exam anxiety.
When can students start the programme?
We offer multiple start points during the year for students who are not yet working in a veterinary practice. If you’re already employed in practice, you can start your training at any time. View the next start dates here.
How are employers supported?
Whether you’re thinking about taking on another student veterinary nurse, looking to switch training providers, or want to become a Training Practice (TP) for the first time, we work in partnership with employers to support both the learner and the practice. This includes:
Free clinical supervisor training and standardisation events
Ongoing support from a dedicated IQA team member
Guidance with the Training Practice (TP) approval process where required
Access to a resource-rich VLE, eLibrary, and supervisor forum
Supporting more sustainable learning Students only need to travel to their chosen training centre for around ten days across the entire programme for practical skills training (and exams if they prefer to sit these in person). Reducing regular travel helps lower the overall carbon footprint associated with training.
Ongoing support for students and employers We provide extensive support throughout the programme. Students benefit from regular one-to-one sessions with their tutor and 24/7 access to digital wellbeing and learning resources. Employers are supported too, with free clinical supervisor training, guidance from a dedicated IQA team member, and assistance with the Training Practice approval process where needed.
Innovative learning tools and resources Students have access to CAW’s advanced learning technology, including a comprehensive Virtual Learning Environment (VLE), interactive virtual classrooms, and a virtual reality clinical skills platform designed to help prepare for practical exams and build confidence.
Flexible start dates year-round There are multiple start points throughout the year for those who are not employed in a veterinary practice. Students already working in a veterinary practice can begin their training at any time that suits both them and their employer.
I’d like to find out more about how Live Online. What next?
If you are an employer and would like to discuss how we can support your veterinary practice with veterinary nurse training, request a call back here.
If you are an applicant who wishes to start live online veterinary nurse training, you can apply here.
Why practices with in-house SVNs thrive: a look at culture, retention and Return on Investment (ROI)
Training student veterinary nurses (SVNs) in-house may require time, planning and supervision, but for many practices, it’s a strategic investment that delivers far more than clinical support. In-house training builds a culture of learning, strengthens team retention, and can provide a real return on investment.
Whether you’re already a Training Practice (TP) or considering becoming one, here’s how supporting SVNs within your team contributes to long-term success – and why more practices are choosing to grow their own RVNs.
Strengthening team culture and morale
Training an SVN brings a natural focus on learning and development and encourages the whole team to reflect on how they work. Clinical supervisors often report that supporting a student helps them revisit core principles, stay current with best practice, and feel a renewed sense of purpose.
Workplace-based mentorship, regular feedback and structured reflection are key to developing confidence and competence in student veterinary nurses. Practices that embed this type of learning culture may see stronger collaboration and improved clinical standards.
Supporting retention and team stability
Veterinary nurse retention is a well-known challenge in the sector. However, training SVNs in-house offers a proactive solution. By the time a student completes their veterinary nurse training in your practice, they’ve gained a deep understanding of your systems, workflows and culture – and may be more likely to stay on as a Registered Veterinary Nurse (RVN).
This is supported by a study of the anonymised employment data of 1,642 veterinary nurses, which found that tenure (time spent within a practice) was associated with reduced likelihood of resignation. The same study, conducted by CVS Group, highlighted that practices with strong facilities and career pathways were more successful in retaining their staff.
Training your own SVN can be a part of a recruitment strategy that builds long-term loyalty.
Improving clinical standards through reflection
Students often ask “why” we do things a certain way. This question can prompt useful conversations and reflection across the team. Supporting an SVN encourages clinical supervisors and other colleagues to re-evaluate procedures, explain reasoning behind decisions, and maintain high standards.
Embedding these approaches within practice culture can help ensure consistent professional development for student veterinary nurses, while also supporting the wider team by reinforcing good habits and aligning standards of care.
Return on investment: time well spent
While it’s true that training a student requires time and supervision, the financial and operational benefits are clear. SVNs, particularly in their final year of training, can perform a wide range of clinical tasks under supervision, freeing up qualified nurses and vets to focus on more complex duties.
The cost of recruitment, onboarding, and integrating new staff externally often far exceeds the resource investment required to support a student already embedded in the team. Additionally, practices that invest in training tend to gain a reputation for being forward-thinking and supportive, which can help to attract strong candidates across all roles.
How we support practices to train SVNs effectively
While the benefits of training SVNs are well-established, we recognise that the practicalities can be challenging, especially in busy practice settings. The College of Animal Welfare (CAW) Training Practices receive:
Free clinical supervisor training and standardisation events
Ongoing support from a dedicated Internal Quality Assurance (IQA) team
Help with TP/aTP registration if needed
Access to our VLE with resources and a clinical supervisor forum
Training SVNs is about nurturing a student’s professional journey from passionate learner to confident RVN, as well as building a team culture that values growth, development and shared success.
For practices willing to invest the time, the return is clear: stronger culture, better retention, and a future RVN who already understands what makes your practice unique. If you’d like to explore what becoming a Training Practice might look like for your team, we’re here to help.
Strengthen Your Veterinary Practice with Formal Training for Veterinary Care Assistants (VCAs)
Veterinary Care Assistants (VCAs) – also known as Animal Care Assistants (ANAs) and Patient Care Assistants (PCAs) – play a vital role in your practice, supporting veterinary surgeons and nurses, caring for patients, and keeping operations running smoothly. But have you considered how formal veterinary care training could take your veterinary care team to the next level?
Why invest in veterinary care assistant training?
Structured, accredited veterinary care training equips your VCAs/ANAs/PCAs with the skills, knowledge, and confidence to deliver exceptional care and client service. Our veterinary care qualifications are designed around the real needs of vet practices, offering a cost-effective way to develop competent, motivated, and loyal staff.
Courses can be completed alongside work, making them ideal for current team members and new recruits alike.
Each programme covers the essential veterinary care skills every assistant needs, from animal handling and infection control to client communication and teamwork.
Affordable veterinary care training options for every practice
If training costs are a concern, our Loans2Learn scheme offers a simple way to spread payments. For example, choosing to take out one of these loans for the City & Guilds Level 2 Diploma for Veterinary Care Assistants over a three year period could mean 36 monthly payments of just over £55 per month*.
Alternatively, choosing the veterinary care apprenticeship route can also reduce costs. For smaller practices, the government covers 95% of apprenticeship training fees, meaning you would pay only 5% (£250). Even better, apprenticeship training could be completely free for apprentices under 22 if your practice has fewer than 50 employees.
*Based on current fees and interest rates. Awarding body fees not included.
Career progression for Veterinary Care Assistants
Supporting your VCAs to develop professionally is a proven way to improve staff retention and clinical standards. Once qualified, there are several exciting career pathways in veterinary care to explore:
Veterinary Nurse Training Many VCAs progress into veterinary nurse training. Their hands-on experience and existing veterinary care qualifications can help meet entry requirements for veterinary nurse diplomas or apprenticeships. Explore veterinary nurse training
VetSkill VTEC Level 2 Certificate in Assisting Veterinary Surgeons in Monitoring Anaesthetised and Sedated Companion Animals A new qualification for VCAs assisting vets during anaesthesia and sedation — ideal for practices looking to enhance patient safety and surgical support. Find out more
VetSkill VTEC Level 4 Award for Animal Medicines Advisors (SQP – Companion Animal) A six-month, online qualification that enables VCAs to prescribe and supply POM-VPS and NFA-VPS medicines, expanding their role in client care and pharmacy support. Find out more
VCA Congress: Learning, networking, and CPD for veterinary care professionals VCA Congress is a dedicated event for veterinary care professionals bringing together expert speakers from across the sector for lectures focused on practical skills and career development.
Held annually as a virtual event, the congress offers the perfect opportunity for your VCAs, ANAs or PCAs to gain valuable CPD hours, stay updated with best practice in veterinary care, and connect with others who share their passion for animal welfare and professional growth.
Empower your veterinary care team and strengthen your practice
Investing in veterinary care assistant training delivers long-term benefits for your team, your patients, and your clients. Whether you choose a VCA certificate, diploma, or veterinary apprenticeship, structured training helps every assistant become a confident, skilled, and valued member of your veterinary team.
Empower the Next Generation of Veterinary Nurses with Cutting-Edge Veterinary Nurse Training from CAW
At The College of Animal Welfare (CAW), we’re committed to shaping confident, capable, and compassionate Student Veterinary Nurses (SVNs) – ready to meet the evolving demands of modern veterinary practice.
That’s why we invest in the latest learning technologies and provide support for training practices across the UK. Whether you’re already training SVNs or thinking about becoming a Training Practice (TP), here’s how CAW can make veterinary nurse training simpler, smarter, and more rewarding for your team.
Explore the technology that transforms veterinary nursing training at CAW
Virtual Reality (VR)
We are proud to be the first veterinary nursing college in the UK to integrate Virtual Reality (VR) into student training.
Using immersive VR technology, our SVNs can safely practise essential OSCE tasks such as X-ray positioning, parasite identification, sample handling and preparation.
This hands-on, repeatable environment allows students to build muscle memory, practical confidence, and exam readiness – all before performing tasks in a clinical setting.
Our Virtual Learning Environment (VLE) is at the core of every student’s journey.
The innovative platform includes interactive digital learning materials and recorded lectures, forums and virtual classrooms for collaboration, Microsoft 365 integration (email, calendar, OneDrive), and an eLibrary of specialist veterinary nursing resources.
Students can track progress, submit assignments, and sit exams all within one easy-to-use system, ensuring a streamlined and supportive learning experience.
Live, interactive teaching keeps students engaged and connected. Our virtual classrooms offer Real-time lectures with audio and video, interactive polls, breakout rooms, and chat discussions, and collaborative tools for group learning and case-based study.
It’s all about creating a dynamic online learning community, backed by expert tutors who understand the realities of veterinary practice.
If you’re a veterinary practice currently training SVNs, or you’re considering becoming a Training Practice (TP), CAW is here to support you every step of the way.
We know that balancing clinical workload with student training can be challenging, so we make the process simple, supported, and rewarding. Benefits for CAW TPs include:
Free Clinical Supervisor training and standardisation events
Dedicated IQA (Internal Quality Assurance) support throughout the student’s journey
Guidance with TP approval where applicable
Access to our resource-rich VLE, eLibrary, and Clinical Supervisor Forum
Partner with CAW and build the future of veterinary nursing
Working with The College of Animal Welfare means joining a community of practices who care about raising standards in veterinary nursing education.
With access to VR technology, virtual classrooms, and advanced online learning, your SVNs will be equipped with the tools and confidence to thrive – and your practice will benefit from skilled, motivated staff ready to deliver outstanding patient care. Find out how CAW can support your practice
The secret to building a resilient veterinary nursing team
In veterinary practice, resilience is more than just a buzzword. It’s what keeps nursing teams going through busy days, emotional cases, and the ongoing challenges of recruitment and retention. While resilience is often spoken about in individual terms, team-level resilience – how people support and strengthen each other – plays an equally vital role.
So, how can practice managers and head veterinary nurses help build a veterinary nursing team that is not only clinically strong but also able to adapt, grow and thrive in a demanding profession?
Here are some practical strategies to consider:
Encourage reflective practice
One of the cornerstones of resilience is the ability to process experience, learn from it, and move forward. As such, reflection shouldn’t be reserved for annual appraisals or formal training. Encouraging routine, low-pressure opportunities to think critically about cases, decisions and challenges helps build confidence and adaptability.This could be as simple as incorporating “what went well, what could be improved” debriefs into your morning meetings, or allowing time for post-op discussions at the end of a shift.
Teams that reflect together tend to support each other better and cope more constructively with setbacks.
Prioritise psychological safety
For a team to be resilient, its members need to feel safe speaking up, asking for help, or acknowledging mistakes. Psychological safety is the foundation of open communication, and it doesn’t happen by accident.
Make it clear that no question is too basic, and that learning from error is not only acceptable but expected. Senior nurses and clinical supervisors can set the tone by modelling honesty, curiosity and a willingness to learn.
Creating this kind of environment helps team members feel valued and reduces the fear of judgement, which can be a major barrier to growth.
Make mentoring part of everyday practice
Resilient teams invest in each other. Mentoring, whether formal or informal, provides structure, support and a sense of progression. It also helps break down silos between experienced and newer team members.
Training Student Veterinary Nurses (SVNs) in practice can be one way to embed a culture of mentoring into the everyday. Supervising a student encourages the wider team to communicate clearly, revisit clinical reasoning and support learning across all levels – not just for the student. Even practices with limited case exposure may still be able to participate as an auxiliary Training Practice (aTP), supporting students while connecting with other practices to provide wider clinical experience. Find out more about becoming a TP or aTP.
Build development into the rota
CPD is essential, but resilience-building also requires everyday development. This could mean giving a junior team member time to run a nurse consult, or letting someone shadow a complex anaesthetic. These opportunities help veterinary nurses build competence and confidence in manageable steps.
When development time is built into the rota, it signals that learning is a priority, not an afterthought. It also helps reduce overwhelm, as people feel better equipped to take on new challenges. If you already support an SVN in practice, you’ll know how this culture of planned, progressive learning can benefit the wider team, not just the student.
Talk about the tough stuff
Veterinary nursing can be emotionally demanding. Patient loss, client expectations and compassion fatigue all take a toll. Resilient teams acknowledge this and create space for conversations–not to fix everything, but to validate and support each other.
Whether it’s a structured wellbeing check-in, access to mental health support, or just having someone available to talk to after a difficult case, open dialogue is one of the most effective buffers against burnout. Teams that normalise these conversations tend to bounce back faster and hold on to their people longer.
Use training to strengthen, not stretch, your team
Investing in your veterinary nursing team’s development doesn’t have to mean taking people away from the practice or piling extra pressure onto busy schedules. The right training can actually strengthen your team, giving them new skills, confidence, and resilience that feed straight back into everyday practice.
From leadership and management courses that build future head nurses and practice managers, to clinical supervisor training that empowers RVNs to mentor students, there are accessible ways to grow capability within your team. Short, accredited programmes or bite-size CPD sessions can also boost skills in areas like communication, coaching, or teaching, without overwhelming workloads.
For those ready to take a deeper dive, advanced veterinary nursing qualifications or top-up degrees open career pathways while also bringing fresh expertise into your practice. By choosing training that aligns with both individual goals and practice needs, you create a culture of development that strengthens the whole team without stretching it thin.
Building a resilient nursing team doesn’t happen overnight. It’s shaped by the everyday choices you make around communication, development and culture. From mentoring and reflection to structured support and shared learning, resilience grows best in teams where people feel safe, supported and part of something meaningful.
Why Apprenticeships Make Sense for Veterinary Practices
Running a successful veterinary practice depends on having a skilled, motivated, and adaptable team. Whether it’s your veterinary nurses, receptionists, or practice managers – investing in staff development is key to providing the best care for your patients and clients.
One of the most effective and affordable ways to grow your team’s skills is through apprenticeship training. At The College of Animal Welfare (CAW), we deliver high-quality apprenticeships with options that are suitable for the whole practice team.
Apprenticeships for every role in your veterinary team
Apprenticeships aren’t just for school leavers or new starters. In fact, they’re open to anyone aged 16 or over, including your existing employees who want to develop new skills or take on more responsibility.
Here’s how apprenticeship training can benefit different members of your team:
Every programme is designed with employers in mind, ensuring apprentices gain the most relevant and up-to-date skills needed in today’s veterinary workplaces.
One of the biggest misconceptions about apprenticeships is cost. In reality, apprenticeship training is a cost-effective way to invest in your team.
Affordable: 95% of training fees are funded by the government for most small and medium employers, and the National Minimum Wage (NMW) for apprentices is currently just £7.55 per hour (April 2025).*
Funded: You could receive a £1,000 incentive when hiring 16–18-year-old apprentices* – and if your practice has fewer than 50 staff, training for this age group may be fully funded.
Flexible: Apprenticeships can be completed full-time or part-time, fitting around your business needs.
Supported: We can even advertise roles, screen candidates, and help arrange interviews at no cost to you.
Why apprenticeships work
Apprenticeships combine structured learning with real-world experience, ensuring your team develops skills directly relevant to veterinary practice life. Apprentices learn on the job, contributing to your business while gaining a recognised qualification.
This approach not only improves staff retention but also boosts team morale and productivity. Employees who feel invested in are more likely to stay loyal, engaged, and deliver a better client experience.
Get started today: Download your FREE Employer Guide to Apprenticeships
Whether you want to upskill your current team or bring in fresh new talent, apprenticeships are a smart, sustainable investment in your practice’s future. Download our FREE Employer Guide to learn more about how apprenticeship training can benefit your veterinary practice and how to get started.
