A provider that serves every sector learns your sector on your time. A vet-only provider arrives already knowing it.
Peninsula's own site lists veterinary as one sector page among roughly fifteen, from automotive to hair salons. That is not a criticism, it is a business model. But it means the adviser answering your call may spend most of their week on questions that have nothing to do with practice life.
Vet HR only works with UK veterinary practices. Out of hours cover, clinic rotas, RCVS expectations and freelance vet cover are not edge cases to us. They are the whole job.
Nothing here is hidden knowledge. It is simply what Peninsula's own public pages say, and do not say, as checked in July 2026.
Peninsula's pricing page is a quote request form: no prices, tiers or contract lengths are published. Its veterinary page also describes the employee assistance programme as an optional extra to your package. Ask for the total annual cost for your headcount, with every extra itemised, before anything is signed.
Peninsula does not publish its minimum contract length, notice period or renewal mechanism on its website. That does not mean the terms are bad. It means you should read them before you are inside them. Ask for the full terms of business in writing, and diarise the notice window the day you sign.
A Peninsula package can span Peninsula advisers, BrightHR and BrightSafe software, and an employee assistance programme linked to Health Assured. Ask which part is delivered by whom, what day to day support looks like for each, and what conditions attach to the tribunal and legal protection products.
Every system carries your practice's name and branding, not ours. These are the ones that matter most here.
For HR, yes: advice, employment contracts, policies and staff systems for UK veterinary practices. Peninsula also sells retained health and safety consultancy and insurance backed protection products, which we do not. If your practice needs those, we will say so plainly rather than stretch to cover them.
Find your agreement and check three dates: the end of the current term, the notice window, and any renewal date. Nothing you decide matters until you know those. Then compare what you actually use against what you pay for, line by line.
Neither of us publishes list prices, so compare quotes like for like. Vet HR prices per practice and quotes in writing before any work begins, as a one time fixed price project or a monthly subscription. Ask both of us the same questions and read both answers before deciding.
Because context changes the advice. A grievance in a six person practice that shares out of hours cover is not the same problem as a grievance in a warehouse. A specialist does not need the context explained before the advice starts being useful.
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