The Employment Rights Act is set to bring some of the biggest workplace reforms seen in years, and equestrian yards across the UK will need to prepare for how these changes could affect staffing, costs and day-to-day management. Claire Duffin from the Equestrian Employers helps us understand the key changes.
Statutory Sick Pay
One of the most significant changes for employers is the introduction of Statutory Sick Pay (SSP) from day one of sickness absence. Previously, employees were not paid SSP for the first 3 days of their absence.
The new rules remove those waiting days, meaning eligible staff will receive sick pay immediately. For equestrian businesses, where staffing levels are often tight, and workloads are physically demanding, this could increase the cost of short-term absences — especially during busy competition seasons, foaling periods or winter months when illness is more common.
The reforms also widened eligibility for SSP by removing the lower earnings threshold, meaning more part-time and lower-paid yard staff are likely to qualify.
Paternity Leave
Another major change is the introduction of day one rights for paternity leave. Previously, employees needed 26 weeks of service before becoming eligible, but under the new legislation, staff qualify from the start of their employment.
In an industry built around small teams and specialist routines, this may create additional pressure when arranging cover for grooms, riders or yard managers. However, it also signals a shift towards making rural and equestrian employment more family-friendly, which may help attract and retain skilled workers in an industry that has long struggled with recruitment.
Strengthening protection
The Act also includes wider upcoming reforms that equestrian employers should keep an eye on.
- Proposed changes to unfair dismissal rules are expected to strengthen employee protections from the beginning of employment.
- New restrictions on exploitative zero-hours contracts could affect yards that rely heavily on casual or flexible staff during peak periods.
- Employers may also face tighter rules around flexible working requests, with employees gaining stronger rights to request adjusted working patterns from day one.
For yard owners, these reforms may feel daunting at first. The industry already operates under financial pressure, with rising feed, bedding and energy costs alongside ongoing staffing shortages. However, the changes could also encourage more professional working practices and improve staff retention.
Employees who feel secure, valued and supported are often more committed and motivated — something that is essential in a sector where consistency of care is so important.
As these reforms continue to roll out through 2026 and beyond, equestrian businesses should begin reviewing employment contracts, sickness policies, rotas and staff handbooks now to ensure they remain compliant and prepared for the future.
If you’re already a member of the EEA members, members can download their free guide to the changes and how to prepare: equestrianemployers.org.uk/good-employment/ERA
To stay up to date with all of the changes, and ensure your documents are compliant with new legislation, join the Equestrian Employers Association at www.equestrianemployers.org.uk