If you run a livery yard and employ staff, upcoming changes to employment law mean it is more important than ever to get recruitment and probation right.
From January 2027, employees are expected to be able to bring an ordinary unfair dismissal claim after six months’ service, rather than the current two-year qualifying period. This means you will have less time to identify whether a new member of staff is right for your yard.
Get recruitment right from the start
Taking on the wrong person can have a big impact on a livery yard. Poor performance, unreliable attendance or the wrong attitude can affect horse welfare, clients, your existing team and the day-to-day running of the yard.
A good recruitment process can help you make better decisions.
Before offering someone a job:
- Be clear about what the role involves.
- Use a proper job description.
- Ask relevant and consistent interview questions.
- Check references where appropriate.
- Make sure the successful candidate understands the hours, pay and responsibilities.
The EEA Interview Creator can help you structure your interviews and make sure you ask appropriate questions.
Review your probation period
A probation period is not a legal requirement, but it is a useful tool for assessing whether a new employee is right for your yard.
Many yards currently use a six-month probation period. However, from January 2027, this will leave you very little time to assess a new employee before they reach the six-month unfair dismissal threshold.
You may therefore want to consider a three- or four-month probation period, with the option to extend it where appropriate.
Most importantly, don’t leave the probation review until the last minute. Regular reviews allow you to identify problems, provide feedback and decide whether the employee is suitable for the role.
Remember that probation does not mean an employee has no employment rights. Employees have statutory rights from the start of employment, including holiday entitlement, National Minimum Wage and protection from unlawful discrimination.
The EEA can help
You don’t have to work out your employment processes alone. EEA members have access to equestrian-specific HR resources, including the Interview Creator, Contract Creator, Staff Handbook Creator, recruitment templates, probation guidance, Downloads Library and employer helpline.
For just £49.50 a year, EEA membership gives livery yard owners practical tools and support to help manage staff and stay on the right side of employment law.
Recruit carefully, manage probation properly and don’t wait until 2027 to review your processes.