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Provided all the visa requirements are met, hiring veterinary professionals from overseas is an effective way to deal with staff shortages. By Kerryn Ramsey
Across Australia there’s a shortage of veterinarians and nursing staff. This has placed increased pressure on existing staff and is making it difficult for clients to get the care they want for their pets. While many practices are struggling, the reasons for this shortage are many.
“It’s a complex problem,” says Dr Bronwyn Orr, president of the Australian Veterinary Association. “In terms of sheer numbers, we presently have the highest ever amount of employed vets and nurses. The problem arises from supply and demand. We’ve seen a huge increase in pet ownership over the past few years as COVID accelerated some people’s decisions to get pets. This explosion in the number of pets in a short period of time coincided with a general trend in increasing use of veterinary services by pet owners.”
During COVID-19, there were restrictions on general overseas migration and that impacted on vets coming to Australia. Many clinics rely on overseas staff and a nearly three-year backlog means the staff just haven’t been available.
“The other factor is a quite high attrition rate in the veterinary industry where people leave within five to 10 years of graduation,” says Dr Orr. “The veterinary shortage is an issue that’s affecting many English-speaking countries. Our main markets for overseas veterinarians—South Africa, Ireland, UK, Canada and the US—are all experiencing shortages of staff. We’re all competing for the same small pool.”
This staff shortage is a large multifactorial problem with no easy solution. At the same time, professionals from overseas still play a significant role in easing the burden but it’s important that all employees are working under the correct visa status.
Right from the start
Breaching the Migration Amendment Act 2013 can lead to serious penalties. The Act not only covers vets and nurses but all overseas-born people employed by the business whether they are cleaners, admin or reception staff. It’s essential to have the correct visa requirements in place from day one of their employment.
“The first thing to do is ensure their employment contract is bulletproof,” says Rebecca Macmillan, practice director (migration) at Holding Redlich in Queensland. Holding Redlich is a national commercial law firm where Macmillan heads up the migration law team.
“All new staff should supply evidence that they’re an Australian citizen. That’s not a driver’s licence or a Medicare card. That’s a citizenship certificate, birth certificate or a passport. If you’re not satisfied they are an Australian citizen, you can undertake a Visa Entitlement Verification Online (VEVO) check at the Australian Government Department of Home Affairs website.”
VEVO informs an employer as to what type of visa the person holds, when it expires, and if there are any limitations to working in Australia. These visas can be complicated and with COVID-19, a whole range of concessions were added. It’s worthwhile to get professional advice if there’s any confusion.
Types of visas
The visa options for vets and vet nurses are very different. Vets, including the various vet specialties, are on the medium-term occupation list. Vet nurses are on the short-term occupation list.
The veterinary shortage is an issue that’s affecting many English-speaking countries. Our main markets for overseas veterinarians—South Africa, Ireland, UK, Canada and the US—are all experiencing shortages of staff. We’re all competing for the same small pool.
Dr Bronwyn Orr, president, AVA
“Vets have a raft of employer-sponsored options or skilled independent options,” says Macmillan. “Vet nurses only have some employer-sponsored options but they’re more temporary. What option is available depends on where the business is located and the qualities of the candidates. Some visas are specifically for regional Australia and that includes everywhere outside of metropolitan Melbourne, Sydney, and Brisbane.”
There may be more cost-effective options for a business in Cairns as opposed to a business in Brisbane, particularly if you’re looking for long-term staffing solutions.
“Sponsoring overseas workers is an expensive process,” says Macmillan. The government fees are extraordinarily high. If you engage a lawyer or a migration agent, there are fees involved in that. We recommend putting a long-term plan in place that has cost-effectiveness built in it for the business.”
The qualities of the candidate include their qualifications, age and work experience. Someone with less than three years’ work experience will have limited options.
“For the best results, find the ideal candidate,” says Macmillan. “That’s someone under 45 with great English and at least three years’ work experience. Most people, once they’re employed here, want permanent residence. It’s important to know the limitations of the promises you can make.”
Breaches of the Act
If things go wrong, if you’re employing someone under the incorrect visa status, there are some things you can do to help protect yourself.
“Immediately stand the employee down, get advice and keep records,” says Macmillan. “These issues most commonly occur with the Working Holiday visa. Holders often jump around between visas and end up on a bridging visa. If they reach the end of the six-month work limitation, you may have to wait for the department to approve them for further work.”
If you realise an employee is working beyond an approved date, the advice is the same. Stand them down and get advice. If it’s an oversight that can be corrected, you can place them on unpaid leave and have them come back when their work rights are reinstated. For more serious breaches, you need to end their employment.
“The good news is the department doesn’t automatically slap fines on employers,” says Macmillan. “If it’s a first offence and an honest mistake, they tend to issue a warning. The department’s view seems to be, let’s educate before we penalise. If there are repeated offences, however, it can go all the way up to criminal proceedings that can result in two years’ imprisonment.”
