Work towards ensuring good employment in the equestrian industry becomes “the norm” is continuing, as a new four-year strategy is set out.

Last month, the Equestrian Employers Association (EEA) joined forces with the equestrian industry’s major governing bodies to push for good employment practice across the industry, in its annual Good Employment Week (news, 10 November). Following this, the British Grooms Association (BGA) and EEA have launched new strategic plans for 2023-2027.

The plans set out the organisations’ “mission” to promote, support, educate and lobby, as grooms’ and employers’ representative bodies, on the importance of good employment and career opportunities in the industry. The focus will be on representing grooms in the UK, inspiring future generations and raising the profile of grooms as a rewarding career choice, assisting and educating the equestrian workforce about compliant employment, supporting mental health in the workplace, and advocating that EEA and BGA members adhere to high standards of professionalism and conduct.

“Stable staff perform a critical role in the success of an equestrian yard and the welfare of the horse. We wish for all grooms to only ever work in professional, caring, viable businesses where the legalities are adhered to, and their wellbeing is paramount,” said BGA and EEA chairman Chris Hewlett.

“Our revised strategy focuses on helping employers to achieve and maintain the best standards. Our new vision sets the tone of our plans for the future. We will continue to advocate, educate on and support good employment, as we positively believe that this is the only way to sustain the workforce of our industry.”

EEA founder and BGA executive director Lucy Katan added that the organisations “felt it was time to review their work and reset their focus”.

“It is simply wrong that we still have employers who think that the law does not apply to them. This is detrimental to the entire sector and is evidenced to have damaged our recruitment and retention of the workforce. We are now being more strategic with the message that it is not OK to operate businesses illegally; only good employment is acceptable and, together, we must strive for this to become the norm, just like it is in any other sector,” she said.

“Grooms wouldn’t work in a factory that paid below the national minimum wage, ignored all employment rights, and believed that despite the machinery being somewhat dangerous, health and safety didn’t apply in their facility – so why should they work in an equestrian yard that adheres by the same principles?”

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THERE are good employers around, it has been stressed, as bosses look at what can be done to make the industry more attractive to prospective staff.

H&H has reported on the equestrian staffing crisis and on the bad experiences of a number of former grooms, who have left the industry as a result.

Ali Dane, a rider, judge and coach who owns Hurston Dressage and Eventing in Oxfordshire, contacted H&H having read these pieces “with alarm”.

She said the five staff at her small yard are legally and fairly employed, with contracts and paid sick leave, holiday and overtime.

“But many yards cannot afford to do this, and therein lies the issue,” she told H&H. “Most yards do not have a viable business model.”

Ali said she has a corporate background but moved into running her yard 14 years ago. She believes some people are starting competition or livery yards without knowing the law, and without charging enough so they cannot pay employees properly.

She is keen for as many people as possible to know of the Equestrian Employers Association (EEA), of which she had not heard until she put one of her staff on to its sister organisation, the British Grooms Association.

“I want people to know that there are employers like me, and the EEA, doing something about the stories we’re hearing,” she said.

Ali explained that her corporate background may give her an edge, adding: “I’m no Alan Sugar but I know what makes a successful business; you’ve got to stand out from the crowd.”

She offers bespoke livery packages, mainly for cash-rich but time-poor clients.

“That’s the market I cater for but a lot of yards don’t know what they should charge,” she said. “They cut prices to get people in, then they’re stuck with them, they don’t make money, so they cut back on what they think they can, which is staff costs.

“Staffing is a big effort but they’re people, who need to be treated with respect, and they’re the heart of your business. I feel we don’t have enough compassion for people in the horseworld.”

Ali believes many employers need more education about the relevant laws, but also in business, so they check all their costs frequently to ensure businesses are viable, because “if you don’t understand the figures, you’re in trouble”.

“We have to normalise talking about money and how much it costs to keep horses,” she said. “It’s an industry-wide problem, not just employers and employees, and we need to change the mindset. I think if most horse owners knew the real running costs, they’d be shocked, and you should be paying more like £10 to £15 per hour for someone to take care of your horse, because of the level of knowledge needed.”

And she believes grooms and consumers should “vote with their feet”; the former by not working for employers who do not comply with the law, and the latter by calling out any bad practice they see, and realising horses are a luxury, and the true cost of their keep.

Eventer Vittoria Panizzon told H&H she was alarmed by some comments under recent articles on grooms that tarred all employers with the same brush.

“It’s not always such a bad picture,” she said. “Of course there are bad situations, but there are plenty of good ones too, and I wouldn’t want people to be put off from coming into the industry.”

Vittoria said her staff are all employed within the law. And although she may not be able to pay vast salaries, she believes her employees benefit in other ways.

“They all live on site, and I provide everything, from sheets and towels to cleaning stuff,” she said. “They get home-cooked Italian food and home-grown veg and I pay for them all to do Pilates every week.

“I was talking to someone working in another industry the other day who was finding it really hard to fit in training and competing her horse and paying entries, but my staff get to compete in their work hours. They come on fun rides and cross-country schooling, all in work time.

“I might not pay London office wages but when you think of the cost of keeping a horse; they all share supplies with me and come in my lorries to compete. There’s so much that’s more affordable, and they wouldn’t have access to otherwise.”

Vittoria added that one repeated comment on social media that has hurt her is that there are professional riders “earning huge amounts of money and not paying staff”.

“I don’t know who those people are, I don’t know of them,” she said. “I’m lucky if I ever go on holiday, and anything extra is invested back in the business.

“I’m trying hard to improve and think out of the box. I asked [William Fox-Pitt’s head groom] Jackie Potts to help my team; she watched us work and advised tweaks that made a huge difference to stress and have taken an hour off our day. I’d encourage other employers to think about how to help staff be more efficient and am very grateful for her input.”

Vittoria pointed out that lower-paid roles and apprenticeships also provide entry-level industry jobs to encourage new faces who would otherwise have insufficient experience.

“The main point is we’re all trying hard, maybe some harder than others, but I want people to know we’re trying, not winning lots of money and sending our staff off to eat crisps for supper,” she said.

Equestrian Employers Association president Tullis Matson told H&H the situation is currently “very much a jobseekers’ market”.

“Businesses are having to put wages up and work harder to retain staff,” he said. “There are plenty of equestrian employers who follow all the codes of conduct and adhere to the regulations, and they’re the ones who keep their employees.

“We know there are bad employers out there but there are also the good ones, and I think they’re the ones who will shine through and retain their staff.

“You’ve got to look after your team for your business to flourish as you’re only as good as your team.”

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Equestrian employers have been urged to do the maths and make a plan ahead of minimum wage increases this spring.

Workers on minimum rates across all age groups will take home more money per hour from 1 April.

The national living wage – the minimum amount someone over the age of 23 can be legally paid – is rising from £8.91 to £9.50 and rates for younger workers are also rising.

The age threshold for the living wage was lowered from 25 to 23 in April this year and will be further reduced to 21 by 2024.

Based on a 40-hour working week, employers’ wage bills will be around £100 more per month for each staff member from 1 April.

Other points for businesses to be aware of are changes to the accommodation offset, which can be calculated by employers as counting towards minimum pay, which is rising from £8.36 to £8.70 a day. Employers should also be aware of the forthcoming closure of the loophole stating that a worker does not need to be paid minimum wage if they live with their employer and are treated as a member of the family.

“Employers are going to have to consider a string of options as to how to balance the books once the minimum wage increases,” a spokesman for the Equestrian Employers Association told H&H.

“The inevitable staffing cost increase has to be absorbed by the business somehow. It asks a big question, are the traditional working hours of an equestrian yard not viable any more? Considerations must include a shortening of the working day, split shifts, investment in time-saving solutions and an increase in livery and training charges.”

Take an EEA survey on the impact the changes may have

Lucy Katan, of the British Grooms Association, said she “does not think our industry is ready” for the impact of the rise.

“The question is how are yards going to cope with this?” she told H&H. “The only option is that keeping horses is going to become more expensive – I can’t see any other way around it. Yards can also become smarter in the ways they work.”

She added that “thinking outside the box” and finding ways of modernising practices, without compromising horse welfare, will be key. Looking at whether everyone needs to be on the yard to feed at 6.30am or if staggering arrival times would work, and doing the maths on potential investments that could save time, such as rubber matting, are two examples she gave.

Ms Katan said false self-employment, where people are incorrectly told they are self-employed when they should be classed as employees, remains a major issue in the horse world. She added that she has also “never heard of so many HMRC investigations in the equestrian world” as she has in 2021.

“If you are an employer and you think you are going to avoid this, you are going to get found out,” she said.

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Finding and retaining good staff can be a challenge for all employers and was one of the topics up for discussion at the recent Equestrian Employers Association conference. Below we look at advice and tips from some of the speakers on how to be a good employer and how to avoid a high turnover of staff.

1. When recruiting have a clear idea of what you are looking for. Look at prospective employee’s CV’s and how long they have spent in previous jobs — this gives you an indication of how long they are likely to stay with you.

“Staff are your biggest investment. Make time for recruitment and invest in the process,” says Chris Hewlett, managing director at Haddon Training.

2. Check their references are genuine and trust your instinct – you will have a sixth sense as to whether they will fit well into your existing team.

3. Be professional at all times. Ensure employees have the correct employment status, have a written contract and that the minimum wage is observed. Have reasonable working hours and expectations, plan their holidays, be clear on benefits and ensure they are delivered.

4. Get to know your employees. Treat them like another person and find out what makes them tick both personally and professionally. That way it is easier to recognise if there is a problem or something isn’t right.

“Be approachable. Bullying develops because people won’t communicate,” says Rosie Lord, owner of Berkshire Riding Centre which employs 15 members of staff.

5. Recognise achievement in order to install a sense of responsibility and job satisfaction.

6. Go the extra mile.

“We give all our staff a cake and card on their birthday and try to make their day special. Little gestures like that — especially if they are away from home — really make a difference,” says Rosie.

7. Encourage, motivate and inspire your employees.

8. Be patient, flexible and adaptable.

“Without employees I don’t have a business, they are my extended family. I hope they will bend a bit for me and I will bend for them,” continues Rosie.

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9. Show you care.

“I’m always checking my staff have had breakfast, have drunk enough water and have applied sun cream when it’s hot. They are busy and sometimes forget the obvious things like eating and drinking which are so important particularly when they are working hard,” concludes Rosie.

10. Be kind, empathetic and fun.

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Almost 60% of British grooms are not being paid minimum wage or any overtime, while just under 80% do not receive their full holiday entitlement, a new survey has revealed.

The research, conducted by the British Grooms Association (BGA) to mark the Equestrian Employers Association’s (EEA) Good Employment Week (16-22 November) exposed continuing poor working conditions in the industry.

The survey, which attracted 1,000 responses from grooms, also found that more than a third (33%) are working a six-day week while 13% work a full seven days.

The efforts of associations like the EEA and BGA have created positive change in some areas, however, with the number of employed grooms with a written contract growing from 53% in 2019 to 61% this year, while 83% of employed grooms now get paid holiday, compared to 66% in the previous survey.

“Whilst the research shows that aspects of employment are improving within our industry, I think it is quite unthinkable that in 2020 many employers are still choosing to ignore the law,” EEA president Tullis Matson said.

“Employing your team correctly is not a choice. Employers who need support should contact the EEA to get the help and advice they need in order to comply with legal requirements and help abolish illegal employment.”

The survey also highlighted ongoing exploitation of young grooms labelled as “working pupils”. Three quarters (74%) were not paid the national minimum wage, while the majority (69%) did not receive written contracts or pay slips.

Another three quarters worked more than nine hours a day, with 90% not having any breaks during their working hours.

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Working pupil arrangements often entice grooms to work for a discounted wage while they receive training but just 32% said they had received the coaching promised.

Half of the working pupils who responded to the survey were under the age of 18.

The EEA said it wanted to remind employers that although the term “working pupil” may be used to describe a position, the individual is still classed as an employee and has the same employment rights as other staff.

More information on equestrian employment and business support can be found online.

Horse & Hound magazine, out every Thursday, is packed with all the latest news and reports, as well as interviews, specials, nostalgia, vet and training advice. Find how you can enjoy the magazine delivered to your door every week, plus options to upgrade to access our H&H Plus online service which brings you breaking news as it happens as well as other benefits.

Stay in touch with all the news in the run-up to and throughout the major shows and events during 2026 and beyond with a Horse & Hound subscription. Subscribe today for all you need to know ahead of these major events, plus online reports on the action as it happens from our expert team of reporters and in-depth analysis in our special commemorative magazines. Have a subscription already? Set up your unlimited website access now

The government has introduced new measures that apply to all businesses and employers, with two having been singled out by the industry as particularly worthy of attention. H&H finds out more...

It is vital equestrian bosses adhere to recent employment law changes, despite current restrictions, experts have warned.

The government has introduced measures that apply to all businesses and employers. And while of course all apply to equestrian concerns, two have been singled out by the industry as particularly worthy of attention.

One of these is that all employees and workers must have a written statement of terms, a contract, by the first day of work.

Lucy Katan, executive director of the British Grooms Association (BGA), told H&H it is vital to be legally compliant.

“These are difficult times but you have to have your house in order,” she said. “If your staff aren’t contracted, what happens if you need to furlough them? What about those who are falsely told they’re self-employed, who now won’t get a penny?”

“I hope this change will make a difference,” she added. “I hope it makes people aware of the importance of a written contract. The statistics are still abysmal – in our most recent survey, only 57% of respondents had one – but this draws focus to it.”

Ms Katan said there is “no excuse” for non-compliance – the BGA’s sister body the Equestrian Employers Association (EEA) has a contract creator on its website.

And having a written statement of terms protects both employers and employees.

“Apart from the fact it’s a legal requirement, it lets all parties know where they stand,” she said.

“If you haven’t got the terms in writing, a contract still exists, whether that’s oral or implied, but you have to have those terms in writing. And if you as an employer end up at a tribunal and you haven’t got a contract, the judge is going to think about what else you haven’t done. We want our industry to be a compliant, legal, caring place to work.”

Equestrian and employment specialist barrister Victoria von Wachter, at 5 Essex Court Chambers explained “workers” is a term that would cover a number of people in our industry, advising any employer who is unsure to contact the EEA to check.

“Our industry can be naïve in thinking someone is self-employed, so the employer doesn’t have to do PAYE, they’ll do their own tax, but they’re potentially setting up trouble for later,” she told H&H. “Most falsely described self-employed grooms are really employees, but failing that, they’re probably workers.

“Failure to provide a contract to such people can generate an automatic award of two weeks’ pay from the tribunal, and allows the tribunal to draft the contract for you; do you really want that? And it draws attention to you.”

Ms von Wachter also explained the other pertinent change; to in the way holiday pay is calculated.

When irregular attendances are worked, this had been worked out on an employee’s average pay over the past 12 weeks, but this is now 52 weeks, for employees and workers. So this will affect anyone whose hours change seasonally.

“If someone works six days a week in summer and three in winter and is paid for the days worked, then went on holiday in January, they’d get holiday pay based on an average of their last 52 weeks’ pay, so more than a week’s winter pay,” she explained.

She added that she expects a surge in employment law cases once restrictions are lifted; the backlog that has not been heard, and a great deal of new ones caused by the current situation.

“It’s going to be mayhem,” she said. “You do not want to end up in court, and employment cases can be terribly upsetting and dreadfully personal.”

EEA president Tullis Matson added: “We’re aware of how tough things are for equestrian businesses but these changes are the law, and have to be adhered to.

“Compliance will benefit all parties involved, and help ensure we as an industry can thrive when this is over.”

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Stay in touch with all the news in the run-up to and throughout the major shows and events during 2026 and beyond with a Horse & Hound subscription. Subscribe today for all you need to know ahead of these major events, plus online reports on the action as it happens from our expert team of reporters and in-depth analysis in our special commemorative magazines. Have a subscription already? Set up your unlimited website access now

Horse & Hound reports from the first Equestrian Employers Association conference where employers were reminded they can’t choose whether or not someone is self-employed and risk significant penalties if employment status is wrongly applied...

The distinction between being employed and self-employed is out of businesses’ hands and the penalties for getting it wrong are huge, the equestrian industry has been reminded.

The message came as part of a wider discussion on how businesses, employers and the workforce can best protect themselves and thrive in the current climate at the inaugural Equestrian Employers Association (EEA) conference (25 February).

“This isn’t a question that you and your groom decide between you,” said barrister Victoria von Wachter, of 5 Essex Court, who specialises in equestrian law and employment law among other areas.

“It is a question of fact and law that a court will decide [should it get to that stage]. That isn’t a court you want to be going into.”

She explained the test as to what someone’s employment status is can be summed up by saying an employed person is “told what to do, how to do it, where to do it and when to do it”, adding the repercussions of getting it wrong can be extremely costly.

“Even though you and your so-called self-employed groom are happy with the situation, the revenue may not be,” she said. “I think the equestrian industry at the moment is the focus of these government bodies so beware.”

She added there are, of course, genuinely self-employed people within the industry, whose working patterns fit the status requirements, but warned employers not to see recording an employee as self-employed as an easy alternative.

The industry was also reminded of a major impending change to employment law, which will mean from April all new staff — workers, employees or self-employed— must have a section one statement. This is a basic form of contract under the Employment Rights Act, laying out someone’s working terms and conditions, and those who currently work for an employer can also request one of these.

‘What are you looking for?’

Making staff a priority from the recruitment stage is key to a successful business, the conference heard.

“You are never going to get things out of your employees unless they enjoy their work,” said EEA president Tullis Matson, opening the conference.

“Our team is everything to us. I wouldn’t survive a day without a really good team behind me. We have a duty of care to our staff and without our team, we wouldn’t be able to prosper.”

He added while the equestrian industry does not always pay the highest wages, there are other ways to recognise and reward staff and make somewhere a great place to work.

“It is really important you have a really clear idea of what it is you are looking for — the ‘nice to haves’, the ‘need to haves’ and where you are willing to compromise,” said equestrian recruitment specialist Caroline Carter.

“A job advert is really important: what I see a lot of is a list of demands. Think almost estate agent — is you were looking at this job, would it attract you? It is a two-way thing.

“If you are expecting someone to work long, hard days for you, be far from home, six days a week, to offer no riding, no ability to keep a dog or a horse, no weekends off — I think you are going to be looking for a long time.”

She added it is very important for the employer to take an active part in the recruitment process, involving team members if they wish, but not to fully delegate this task.

The point was made that equestrian employers are expected to understand and balance all the complexities of running a business, including the legalities of HMRC and health and safety, alongside navigating how to manage staff’s emotional wellbeing — none of which is taught in school.

The message from the EEA and the specialists who spoke during the day was that help is on hand.

Ms Carter added understanding what drives a person and what their ambitions are, then dovetailing that with what an employer is looking for in a staff member, is a positive way to help recruit and retain the right people for the business.

Mental health in the workplace consultant Sylvia Bruce explained how to spot if a member of staff is struggling and, while it is not a substitute for professional help, what you as an employer can do.

“Like many physical illnesses, poor mental health isn’t visible, but its effect is,” she said.

She added this can be through someone’s behaviour, language, how they do their job, differences in their usual attention to detail, and changes such as someone loud becoming quiet, or vice versa.

“This is why it is important to know your team,” she said. “I don’t mean becoming your employees’ best buddy, it is about knowing them and how they do their work.”

She said issues can be extremely hard to spot, as work might be the very place someone going through a tough time is actually ok.

She also gave advice as to how to talk to a staff member you believe may be struggling.

“Hearing someone’s story can be very hard for the listener, especially if you are not a mental health professional,” she said. “Don’t focus on the story, but what you can do for them within the business and the law.

“[Running a business] sometimes it is very difficult to find the time to speak to someone about their mental health or something that has cropped up. It is better to tackle it sooner rather than later.”

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Stay in touch with all the news in the run-up to and throughout the major shows and events during 2026 and beyond with a Horse & Hound subscription. Subscribe today for all you need to know ahead of these major events, plus online reports on the action as it happens from our expert team of reporters and in-depth analysis in our special commemorative magazines. Have a subscription already? Set up your unlimited website access now

Horse & Hound reports from the first Equestrian Employers Association conference where topics included how to balance the business books while complying with current legislation...

Equestrian businesses have called for the equestrian world to unite if the industry is to have a viable future.

The message came during debate at the inaugural Equestrian Employers Association (EEA) conference, held at Stallion AI Services in Shropshire on 25 February.

The incoming rise in the minimum wage for all ages from 1 April, and the Conservative Party’s election pledge to raise this to £10.50 within five years for over-25s, sparked discussion on how equestrian businesses can survive.

“I don’t think any of us in this room want not to employ staff correctly — I don’t think anyone deliberately wants to avoid doing things the way they should,” said Mike Hallows, of Hubbards Hall Livery.

“[The equestrian world] is such a lifestyle and a huge amount of work to get the job done.

“How do we persuade government that what we do is important and to our clients that they are going to have to put their hands in their pockets a bit deeper?”

Rosie Lord, owner of Berkshire Riding Centre, said in her experience, being open and honest with clients about where costs have previously been absorbed by the business, why that cannot happen forever and therefore why prices have to rise, is the way forward.

International eventer Francis Whittington said the time has come for a “united front” and perhaps a guide to the baseline costs of running a yard.

“It is a lifestyle, but you still have to be able to pay for everything,” he said. “If one yard is undercutting, that devalues the whole industry.”

The question was put to the EEA as to whether it would ever consider an agreement with the British Grooms Association (BGA) on working hours and pay, in a similar way to the racing industry.

In racing, the National Association of Racing Staff — a union, unlike the BGA — and the National Trainers Federation annually agree a minimum rates of pay structure. This covers everything from minimum rates, dependent on experience and role, weekly hours, overtime both on and away from the yard, expenses and more.

BGA chief executive Lucy Katan explained the way the grooms’ and employers’ associations in the wider industry work are different.

“Could we do something [similar] with the BGA and EEA? It wouldn’t be the same because it is a very different relationship between the two organisations,” she said. “What we could do is work to create some advice for employers.”

She said they can look at creating a cost-per-day guidance on keeping different types of horses, which could serve as a guide for both employers and education for owners.

“We have to expect a rise of 44p every year [to the minimum wage],” said Ms Katan, adding the industry has been on the back foot when it comes to understanding staffing costs. “It is going to go up and up on all [age] levels.

“I feel that now we are catching up very quickly and unfortunately we are getting caught out. I’ve never heard of so many minimum wage investigations as now. “

What if I break the rules?

The financial and emotional stress an HMRC investigation brings were raised and employers were warned it is not a case of only “bad” employers that can be affected.

Even those who are aiming to do the morally right thing and be legally compliant were urged to ensure their records are meticulous, as should the inspectors come knocking, everything will be pulled apart.

The good news is that a lot of this is simple — riders were encouraged to make use of their yard diaries, which most still use; recording at the top of each day who is in, who is on holiday, start and finish times and lunchbreaks, and asking members of staff to sign at the end of each day or week to confirm it is an accurate record of what they did. While not a guarantee, the conference heard having solid records is a vital part of a defence.

Phil Conley, from HMRC’s promoting compliance team, told the conference common causes of underpayment are not deliberate, but are instead “error driven”. For example, incorrectly applying the accommodation offset, the limit to the value of accommodation provided by an employer.

“It appears simple, but the devil is in the detail,” he said.

The penalties are huge — arrears can be backdated as far as six years, to be paid back at the current minimum wage rates, as well as a 200% fine and £500 if the employer is named in a government press release. That is before legal costs are taken into account.

“The costs of getting it wrong are very harsh,” Mr Conley said. “We encourage employers to carry out the necessary checks, and put it right.”

Barrister Victoria von Wachter specialises in equestrian and employement law among other areas.

“Doing what is morally right and what is acceptable to both sides of the equation sadly will not get you out of jail when it comes to legal compliance,” she said, warning of the toll court appearances take on all sides. “The reality is you must comply with the law and very often the law doesn’t give the sense of family and comfort that working for a [good] employer will give to an employee.”

She added the vocational nature of the industry means very often employees will hang around after their working day has officially finished, which is fine, but urged employers to be very clear about what times someone is and is not working.

“You are not breaking any law by not recording hours, but you would be foolish not to,” she said, adding employers are putting themselves at risk if it comes down to their word against employees’. “The more pieces of paper you have, the safer you are going to be.”

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Following news that the government plans to introduce a points-based policy that will tighten up the laws around immigration of ‘unskilled’ workers, H&H canvasses opinion from racing, polo and beyond on the impact it could have on the equestrian world...

A new points-based immigration policy that tightens up on “unskilled” workers has been welcomed by the British Horseracing Authority (BHA), but met mixed reactions from other areas of the industry.

The proposal, announced on 19 February means migrants can only enter the UK with a job offer that meets the salary threshold of £25,600. In areas of a recognised skills shortage, this will be £20,480.

Migrants must prove they can speak English, but other criteria are flexible; workers can meet the points requirement if they have high-level qualifications in a relevant subject.

Ross Hamilton, head of corporate affairs for the BHA, believes it could mean more foreign staff would be able to access some jobs in racing. He told H&H he welcomed the lowering of the threshold from £30,000, the current level for non-EU workers, as well as the fact some “racing and breeding roles are now recognised as eligible for the skilled worker route”.

Around 80% of racing staff are from Britain and Northern Ireland, 10% from European economic area countries and 8% from elsewhere (2% have no nationality declared). Racing has previously identified a shortage in skill areas including work riding.

“The BHA will, alongside the National Trainers Federation and Thoroughbred Breeders’ Association, engage fully and constructively with the government,” Mr Hamilton said. “We will also engage in the process on the shortage occupation list, where we will continue our calls for the future immigration system to recognise the skilled nature of the work required to care for racehorses, and allow us access to the best international talent supporting our domestic recruitment efforts.”

Mr Hamilton cautioned that EU yard staff must apply for settled status for themselves and their families, on which more information is available on the BHA website.

The Hurlingham Polo Association (HPA), which brings in many high-level, non-EU grooms on sponsored visas, said it is working closely with the Home Office and will be assessing the impact on polo.

The HPA said the sport has long relied on foreign grooms, mainly from Argentina, as the short season makes it unattractive to many UK workers.

“It will be down to the Home Office as to how the criteria are applied to polo,” an HPA spokesman said. He added that efforts had been made to fill a potential skills gap including expanding arena polo, which helps provide work all year, as well as looking at routes to develop domestic grooms, but that changes “don’t happen overnight and fundamentally, polo is a seasonal sport”.

For the wider industry, the post-Brexit changes will mean EU nationals may not enter the UK to work on a self-employed basis. Foreign workers seeking employment as yard staff are also unlikely to meet the requirements.

British Grooms Association executive director Lucy Katan told H&H the loss of this labour could be the shake-up the sector needs, and employers will need to ensure jobs appeal to potential staff.

“There are clearly changes afoot as I would be very surprised if working as a groom would gain skilled status,” she said. “I believe we will now need to work far closer with the colleges to create a workplace attractive to young people as well as retaining those in the sector.”

Equestrian recruitment consultant Caroline Carter agreed.

“In some ways it’s a shame, but in others it forces the industry to get its act together,” she told H&H. “I think it will make people at the lower end of the scale raise their game, especially those who want to pay less than legal wages. The need for change has been long overdue.”

Employment lawyer Philip Richardson, partner at Stephensons Solicitors LLP, said the news could “drastically” affect employers relying on migrant workers.

“Although the government wants businesses to recruit locally and change their recruitment model, this could be impossible as many employers struggle to secure British employees,” he told H&H.

He warned that employers could face penalties for employing migrants who enter the UK without a previous job offer or not speaking English, but that full details on rules and penalties will be published in the white paper due in March.

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There is “growing momentum” of bosses demonstrating good practice, it is thought, as good employment week heads towards its close.

The emphasis of the initiative (18-24 November) is on positive employment and support, and the Equestrian Employers Association (EEA) feels it is apt its 1,000th contract has been created.

The EEA’s online contract creator was developed to help bosses ensure they are compliant with the law.

And although the association’s research shows less than 60% of grooms have written contracts, so the industry has work to do, EEA president Tullis Matson of Stallion AI Services says reaching 1,000 is positive.

“This is a real milestone, and another step to the imperative modernisation of our industry,” he said.

“Creating a legal, safe environment for employees is an essential component in allowing individuals to reach their potential, not to mention a priority in protecting yourself and your business.”

Olympic champion Nick Skelton said his office staff used the contract creator, which he described as easy to use.

“I offer my staff a good job, they’re paid well and looked after. I think it is really important to do it right,” he added.

Lynne Mastroianni, owner of Kingston Riding Centre, told H&H how important it is to treat staff well.

“They love it here and we tend to keep them for a long time,” she said. “Apart from the legal requirements, it’s so important to treat people well. Working with horses is a hard job but if you look after people, they’re happy to do it.

“We have regular staff meetings, and we ask our staff their opinions and advice, rather than telling them what they’re going to do. We really are like a big family.”

Dressage star Carl Hester added: “The team around me are an integral part of what I do and our success. Good and correct employment is paramount; not just for my yard but for the retention of the workforce and the future of the equestrian industry.”

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A groom who was offered “considerably” less than the minimum wage by five prospective employers says she may have to leave the industry if attitudes do not change.

Sam Llewellyn has been working for a rider who adheres fully to employment law but as he has had to let her go, she has been looking for another post.

She contacted five people offering work, on social media, all of whom offered her a trial, but in each case paying well under the current legal minimum.

None of the jobs offered pensions, or to pay her tax or national insurance contributions – which bosses have to do for employed staff by law.

“One of them offered me £210, to work 8am to 5pm, six days a week,” Sam told H&H. “That wouldn’t even cover my mortgage.

“When I said that was well under the minimum wage, she said: ‘Well, it’s horses’, and that the minimum wage doesn’t apply to grooms.

“I think people have this ‘oh well, it’s horses’ attitude but it doesn’t matter what job it is. It’s not right; there’s nothing right about it.”

One employer told Sam she would have to registered as self-employed, although this would not have been legal either as it was a staff job, and the pay and hours were set by the boss.

“It was only because I read an article in H&H I realised this happens quite a lot,” she said. “If I was self-employed, I’d set my own hours and have my own rates of pay, but I know a lot of employers who do this.”

Sam says that she is happy to stay late if, as has happened before, a horse colics just before she is due to leave, for example, but that it is the continuous long days for no reward that she cannot do.

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“I’ve got a little boy myself, and my mortgage; I can’t work for peanuts,” she said.

“I can’t be the only one in this situation. I’ve been a groom ever since I was 15 and I’ve got experience on a wide variety of yards, but I’m thinking now I might give up because it’s not worth it.

“If [employers] don’t look after people, what do they expect? Something’s got to change.”

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“Join us” if you want to improve working standards is the message from the British Grooms’ Association (BGA) to both grooms and employers after a post regarding employment conditions went viral.

The BGA posted a question on Facebook that had been emailed to them, asking about pay regulation and whether the association could do more to promote better pay.

“I was wondering if there is any way of enforcing regulation for groom’s wages as the National Association of Stable Staff [NASS] do?” they asked.

“We earn so much less than the minimum wage and very few of us have wage slips. Could you become more proactive in telling employers what they should be paying us?”

The BGA has responded, explaining the legal requirements for employers, the reasons why a similar arrangement to NASS cannot be brought — NASS differs as it has a body of members to negotiate with (the National Trainers Foundation) and an annually-renewed memorandum of agreement — and urging grooms to join the BGA if they want to drive real change.

The post also states that it is not in the BGA’s remit to “go out and reprimand employers that flout the law”, instead the association is focusing on education and support on the importance of employing staff legally.

“Imagine if we had 20,000 members. Imagine if all 20,000 members were educated about their employment rights and refused to work in illegal employment situations,” the post continues.

“Imagine if every illegal employment situation had no job applicants, but the good, legally-abiding employers were rewarded with the top experienced grooms applying – this would drive standards up.

“Imagine the voice and representation that grooms would have if there was a body (which there is — the BGA) and it was 20,000 strong.

“This is the BGA’s vision and we will get there in time — but we need grooms just like you and all your colleagues to belong and be proud that you have a recognised (we are a BEF member body) and professional voice acting 100% in your best interest, and on your behalf.”

Article continues below…

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The association also asked why so many grooms want change, but will not join the professional association that is working to achieve this.

The post has reached 47,000 people and sparked a huge reaction online.

Lucy Katan, executive director, told H&H today (Wednesday 8 February), that they shared the questions as they thought they were valid and wanted to see what other people’s thoughts were.

“We are very positive — we are there to support and help the employers and the grooms and together I think we can improve the situation,” she said.

She added nine employers have contacted the BGA since the post was published on 5 February, to say how annoyed they are at other businesses who do not abide by the laws.

“We are discovering a divide in the employer community — we have the employers that abide by the law and go to far efforts to do so, who are becoming quite grumpy with those who do not,” she said.

For more information, visit: www.britishgrooms.org.uk

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Q: “A young friend of mine has just been ‘let go’ by the showjumping yard she was working for (she had been there for about four-six weeks) because they had lost one owner (with seven horses) and therefore couldn’t afford to pay her any more. They’ve given her two week’s pay but she’s now back looking for work again.

“While we were chatting I asked her what her contract with them had said about how much notice was required and so on and apparently she didn’t have a contract with them or her previous employer (a showing yard).

“Is it normal in the equestrian world not to have contracts of employment? And if so, why? Should she ask for one at her next job (if and when she finds one) and what should be included on it or would her asking for one mean she probably wouldn’t get the job?”

A: I am sorry to hear that your friend recently lost her job. Whilst I cannot provide specific advice in the absence of all of the details, the following general advice may be of assistance.

Termination of employment

Whilst employees enjoy the most rights (compared to workers or the self-employed), unfortunately, some of these are subject to a minimum level of service. In particular, an employee is not usually protected from unfair dismissal until they have two years’ continuous service. In practice, this means an employer can terminate someone’s employment on notice, without a reason or going through a fair procedure, at any point in the first two years with limited risk of an unfair dismissal claim.

Contract

You are quite right that employees should refer to their contract of employment to determine how much notice they are entitled to. However, in the absence of a contract, the statutory minimum notice period would apply. For example, an employee with more than one month but less than two years’ service is entitled to one week’s notice.

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Equestrian sector

Unfortunately, it is a common for employees in the equestrian sector not to be issued with a contract of employment. A survey commission by the British Grooms Association in 2014 reported that 56% of those questioned did not have a contract of employment. I expect one of the reasons for this is the cost associated with having the contracts prepared. That said, most solicitors, including Clarke Willmott LLP, will provide a fixed fee service for this.

It is worth bearing in mind, however, that employees do not have the legal right to a contract of employment until they have been employed for 8 weeks.

Future employment

Employees who do not have a contract of employment should wait until they have been employed for 8 weeks and then request a copy of this from their employer. If one is not forthcoming, they can (although may not wish to spend the money doing so) apply to the Employment Tribunal for a declaration of their terms and conditions. It is important to remember that the absence of a written contract of employment does not mean that there is no contract of employment – there is a verbal one. However, the law requires employers to provide written “particulars of employment” or contracts of employment.

Continued below…

What should be included in a contract of employment

Our employment legislation sets out the minimum requirements for contracts of employment. These are: the name of the employee and employer; the date employment began; the date the employee’s period of continuous employment began; the rate of pay; when the employee will be paid; the employee’s hours of work; the employee’s holiday entitlement; what the employee should do if they are sick; sick pay entitlement; details of the pension; the notice period the employee is required to give and entitled to receive; the employee’s job title; if the employee’s employment is for a fixed term, how long this is; the employee’s place of work; details of any collective agreements; and details of any work outside of the UK that the employee will be required to do.

Nicole Adams, solicitor at Clarke Willmott LLP

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Livery yards are being warned to be aware of employment rules, after an owner lost a legal case brought by three apprentices who claimed they were not paid the minimum rate.

Apprentices Jenna Carter and Jessica Wood had complained to Her Majesty’s Revenue and Customs (HMRC) that they were not being paid as much as they were entitled to by Sophie Ball of Skilts Farm Stables in Redditch when working for her in 2012.

Their case was upheld by Birmingham Employment Tribunal last month (5 August).

Mrs Ball lost her appeal against the decision and HMRC has now made a costs claim against Skilts Farm Stables.

She said the discrepancy over pay was complicated by the fact that she deducted the £20 weekly grass livery charge for Ms Carter’s horse from her salary.

“This brought her salary under the minimum wage rate. Had I known I had to give her £20 in her hand and then have her give it back to me, I would have done that,” admitted Mrs Ball.

Apprentices are paid £2.68 an hour in the first year, and work a minimum of 30 hours a week, up to a maximum of 40 hours.

David Pettifor of the Association of British Riding Schools said: “Apprentices get valuable training and the majority of yards are paying above the apprentice rate.”

Skilts Farm Stables is British Horse Society (BHS) approved.

“Apprenticeships are a great means of giving young people a route into work through experience, training and qualifications. However, it’s imperative that the work apprentices contribute is appropriately recognised, in line with regulations,”added the BHS’ Sarah Phillips.

More information on apprentice wages

First published in Horse & Hound magazine on Thursday 4 September

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Racing pundit John McCririck’s employment tribunal over alleged aged discrimination started in London today (Monday 30 September).

McCririck, 73, is seeking damages of £3 million from Channel 4 and IMG Sports Media for “ageism”, after he was dropped from the presenting team.

McCririck held his role for 29 years before IMG Sports Media took over on 1 January this year. A new look-team was put in place with former BBC racing presenter Clare Balding and Racing UK anchor Nick Luck leading the coverage.

Speaking outside the court today he insisted he was still the best for the job. “There’s nobody better around — I have been sacked purely because of my age,” he said.

A Channel 4 spokesman said: “We are grateful to John McCririck for his contribution towards Channel 4 Racing over many years.

“However, we reject the suggestion that discrimination on the basis of age played any part in the decision not to include John in the Channel 4 Racing team from 2013 and we are vigorously defending this claim.”

The case, at the Central London Employment Tribunal, was adjourned until tomorrow while its panel of judges had time to consider read and watch the evidence.

The case will restart tomorrow at 10am and is expected to last for 7 days.

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A free seminar exploring the latest employment legislation is being held for the horse racing industry next week.

Racehorse trainers are being invited to the seminar entitled “The rules, the law, the headache” on Friday 13 June to learn more about employment rules and what the implications are for the horse racing industry.

The seminar is being run by law firm Withy King, which has a specialist racing and bloodstock department, in conjunction with the National Trainers Federation (NTF) to ensure trainers understand how to protect themselves from the prospect of unlimited compensation.

The guest speakers — legal executive and NTF adviser Dawn Bacchus, employment law specialist Richard White, and Withy King’s Andrew Chalk and Richard Brooks — will provide an update on the British Horseracing Authority rules and the latest raft of changes to employment law.

There will also be a discussion with practical advice on employee disciplinary proceedings that affect every employer in the racing industry.

The seminar will be held at Naunton Downs Golf Club near Cheltenham from 1.45pm – 4pm.

For more information tel: 01225 425731

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