Employing people in the equestrian industry has never been without its challenges, but for many yard owners and equestrian businesses, recruitment and retention are becoming increasingly difficult. Finding people with the right skills, experience and attitude is proving harder, while the financial and administrative responsibilities of employing staff continue to grow.
Recent reporting by BBC News highlights a wider shift in attitudes towards employment, with workers becoming less engaged with their jobs and less willing to go above and beyond what is required.
The BBC’s report, published on 3 November 2026, draws on research by the Resolution Foundation. It found that the proportion of workers willing to put in extra effort for their employer fell from 69% in 2015 to just 55% in 2025. One in four workers were not even fairly satisfied with their jobs, the lowest level recorded in the survey’s 35-year history.
While this research covers the wider UK workforce rather than the equestrian sector specifically, it raises questions that are particularly relevant to an industry heavily reliant on skilled, practical and committed employees.
For equestrian businesses, the challenge is not simply finding someone to fill a vacancy. It is finding someone who understands horses, has the necessary practical skills, is reliable, takes responsibility and appreciates the demands of working in an environment where animal welfare cannot simply be put on hold at the end of a shift.
Recruitment Is Only Part Of The Problem
Many equestrian employers will recognise the difficulty of attracting suitable applicants. Even when vacancies are advertised, the number of candidates with the necessary experience and practical skills can be limited.
The challenge is compounded by concerns about the future skills pipeline. With equine businesses competing for a relatively small pool of experienced workers, attracting new people into the industry and providing meaningful training and career progression are increasingly important.
British Equestrian has recognised these issues, commissioning a major workforce research project with Hartpury University in 2026. The project is examining recruitment, retention, skills gaps, qualifications and career pathways, with the aim of developing a roadmap to support the long-term sustainability of the equestrian workforce.
Retention presents another challenge. Even when an employer successfully recruits and trains someone, keeping good employees can be difficult. Long hours, weekend work, physical demands, limited progression opportunities and the realities of working with animals all contribute to the particular pressures of equestrian employment.
The Increasing Cost And Responsibility Of Employing Staff
For those who do successfully recruit, the responsibilities don’t end with filling the position.
Employers are facing increasing wage bills, particularly with successive increases to the National Minimum Wage and National Living Wage. For businesses operating on tight margins, these increases can have a significant impact on profitability and the ability to employ additional staff.
The Equestrian Employers Association’s 2026 National Minimum Wage survey highlighted just how serious the situation has become for equestrian businesses:
- 79% of employers reported a fall in profits over the previous year.
- 73% said they could no longer afford to invest in their businesses.
- Almost a quarter said they could no longer afford to recruit workers aged 21 and over.
- 75% believed further wage increases would reduce apprenticeship opportunities.
Alongside wage pressures, employers must also navigate an increasingly complex employment landscape. Payroll and reporting responsibilities, working-time requirements, holiday entitlement, contracts, deductions, accommodation offsets, pension obligations and ever-changing employment legislation all place additional demands on businesses.
For smaller yards and equestrian establishments, these responsibilities often fall to the business owner themselves, who is already balancing staffing, horse care, client expectations, facilities and day-to-day operations.
Support Is Available For Equestrian Employers
While these challenges are significant, equestrian employers are not without support. There are organisations and initiatives working specifically to help businesses navigate employment responsibilities, improve working practices and develop the future workforce.
The Equestrian Employers Association (EEA) is an industry-specific membership organisation dedicated to supporting equestrian employers. It provides guidance, resources and practical support across a wide range of employment matters, helping employers understand their responsibilities and keep up with changing legislation. The EEA also represents the interests of equestrian employers at an industry level, ensuring that the realities of running equestrian businesses are considered when employment policies and legislation are discussed.
Apprenticeships And Workforce Development
Apprenticeships can also provide an attractive option for equestrian businesses looking to recruit and develop new talent. Sheldrake Training offers an opportunity for yard owners to find a suitable apprentice who can join their team, gain practical, on-the-job experience and develop their skills within the business.
Rather than simply recruiting someone who already has all the necessary experience, apprenticeships allow employers to help shape and develop an individual to work to their own standards, routines and expectations, while building the knowledge and practical skills needed for the role.
With training, guidance and ongoing support from Sheldrake Training throughout the apprenticeship, it can be an appealing proposition for yard owners looking to invest in their workforce, bring new people into the industry and develop a valued member of their team for the longer term.
Looking Ahead
There is no quick fix to the employment challenges facing the equestrian industry. Improving recruitment and retention requires a combination of better workforce development, realistic employment practices, appropriate pay, opportunities for progression and support for the businesses providing those jobs.
Equestrian employers are operating in an increasingly demanding environment, often with limited resources and very little room for error. It is important that the industry recognises these pressures and makes use of the support available.
Good employment practices are not simply about meeting legal requirements. They are about creating sustainable businesses, supporting the people who work within them and ultimately protecting the future of the equestrian industry.
If you employ staff, or are considering taking on employees, make sure you know what support is available. You don’t have to navigate increasingly complex employment responsibilities alone.