What do the world’s best do that makes their new businesses so successful? 

Using real world examples, Mark will highlight actionable takeaways as you embark on your exciting venture, addressing the following inevitable questions you’re probably asking yourself:

• What order should I do things in when starting a practice?
• What are the fundamentals of a great business plan? What guidance should I take on this?
• Can I actually make a living out of this and enjoy my passion?
• What client numbers, turnover, costs, profit and cashflow can I expect and how do I get help with financial projections?
• I have heard about Limited companies – will this be best for me or not?
• What about tax? What can I expect?
• Where can I turn to for support and guidance?

From Fresh start to Future Functionality: Technology to build your practice.

Technology is an integral part to a modern veterinary practice. It can help you and your team to function seamlessly and efficiently, whilst assisting your staff in providing quality patient care.

Much like the changing faces of pet ownership, the veterinary industry continues to evolve along with the technology that supports it.

You will understand the considerations of starting a new veterinary practice. I will take you through the contents of the tool kit required to kick start a practice, from considerations in finding the right premises, to the process to go through choosing the right PMS answering questions like whether it should be local or whether the cloud is the right move, all the way to selecting the right equipment and getting it all talking to each other. All of this when implemented can support the future success of your veterinary practice so it can go from practice to powerhouse.

What are the employment law considerations for a new practice?

When setting up a new practice it is essential that the right people are recruited to ensure that your practice has the right culture and ethos. There are many different methods of recruitment that we shall consider which will ensure that the right candidates are recruited and retained by you.

Any business also needs to consider their business model and how the work will be carried out, whether this will be conducted by employees, workers or self-employed contractors – there are employment law implications attached to each status and these will be explored to ensure that any new practice is set up correctly.

We shall then look the documentation that would need to be provided to those individuals who will be embarking upon this journey with you, and what should and should not be included in an employment contract. Would you want to insert restrictive covenants to prohibit employees from poaching customers and employees, for example? If the recruitment process has been conducted with the requirements and the culture of the business in mind then those that have been recruited should remain with the business for the duration, however if an individual is not the right fit then it is important to think about probation periods and how long this probation period would be. A probation period would need to be included in the written particulars of employment, along with certain other requirements that will also be considered.

Finally, if there is a possibility of taking over a business rather than starting a practice from scratch, we will look at the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) and the legal obligations that are in place when taking over a business.