The Employment Rights Bill has officially become law, receiving Royal Assent on 18 December 2025.
It is now the Employment Rights Act 2025 and represents the most significant overhaul of workers’ rights in many years. For equestrian employers and their staff, this means substantial changes to job security, pay, and working conditions, particularly for grooms and other stable staff on lower pay or variable hours.
While the Act is now on the statute book, most of the changes will be phased in between 2026 and 2027, giving employers time to prepare and adjust their policies and practices.
Key changes affecting equestrian staff
Unfair dismissal rights after six months
Currently, employees typically need two years’ service before they can claim unfair dismissal. Under the new Act, this will reduce to six months, expected to come into force in early 2027. For grooms and yard staff, this means legal protection against unfair dismissal much earlier in their employment. Employers should ensure dismissal processes are fair, documented, and clearly communicated.
Statutory Sick Pay from day one
From April 2026, Statutory Sick Pay (SSP) will be payable from the first day of sickness, rather than after a waiting period. Eligibility will also expand to include more low-paid and part-time workers, which benefits many in the equestrian sector. This change reduces pressure on staff to work while unwell, supporting better welfare for both staff and the horses under their care.
Better protection for variable or casual hours
Equestrian work is often unpredictable, with variable shifts or casual hours. The Act introduces new rights for staff who regularly work consistent hours to:
- Request a guaranteed-hours contract
- Receive reasonable notice of shifts
- Be compensated if shifts are cancelled at short notice
These measures, due during 2026, mean employers will need to review scheduling practices and communicate shift patterns more transparently.
Limits on ‘fire and rehire’
Employers will face restrictions on dismissing staff solely to force changes to pay or working conditions. This protection is expected to take effect from October 2026 and will require employers to consider alternatives before implementing contractual changes.
Day-one parental rights
From April 2026, parental rights—including paternity leave and unpaid parental leave—will apply from day one of employment, rather than after a qualifying period. For equestrian staff, this offers greater flexibility to balance family life with work commitments.
Stronger enforcement of rights
The Act establishes a new Fair Work Agency to enforce employment rights, making it easier for staff to raise concerns and for employers to ensure compliance. This encourages fair treatment across all yard staff and helps maintain a professional workplace.
What this means for equestrian employers
For yard owners and managers, the Act brings new responsibilities:
- Review contracts and policies to ensure compliance with the new rules
- Maintain accurate records of hours, payslips, and shift schedules
- Communicate clearly with staff about any changes to working arrangements
Planning ahead is key. By preparing for these changes now, employers can maintain positive relationships with their teams, reduce risk of disputes, and ensure a safe, fair, and sustainable working environment for their staff.
For staff, these changes provide stronger protections, fairer pay, and more predictable working conditions, helping to make employment in the equestrian sector more secure and supportive.
The phased implementation means that while some changes take effect in 2026, others will roll out in 2027. Employers are advised to keep up to date with guidance and ensure staff are informed as each stage comes into force.
If you need additional support to understand these new rights, or guidance on good employment practices, hiring, and managing staff, there are resources available to help. Equestrian Employers Association can provide advice and support for yard owners and managers, while the British Grooms Association offers guidance specifically for grooms and yard staff. Getting in touch with these organisations can help both employers and employees navigate the changes confidently and ensure fair, compliant working practices on your yard.