The Government’s plan to Make Work Pay will bring changes to many areas of employment law, and some of these will directly affect equestrian employers. With this in mind, now is the time for yard owners to start planning for these potentially costly changes.
The Employment Rights Bill outlines the Government’s commitments to its proposals. On 1 July 2025, a roadmap for delivering multiple aspects of the Employment Rights Bill was published. This roadmap is a list of dates on which employers can expect these rights to be consulted on or to change.
The first change, expected to come into force this autumn, relates to trade union reform and enhances pre-existing rights and protections in this area.
Further key changes for employers will come in April 2026 when Statutory Sick Pay (SSP) will be paid to all workers from their first day of absence at a rate of 80% of weekly earnings or the flat rate, whichever is lower.
At the same time, parental and paternity leave will become day one rights, and the Fair Work Agency is set to be established. This agency will have the authority to enforce statutory payments, bring employment tribunal claims on behalf of individuals, and provide legal assistance or representation where individuals have raised a claim themselves.
October 2026 will see the time limit for tribunal claims increased from three to six months and further changes to the employers’ duty to prevent sexual harassment in the workplace. In addition, employers will be required to provide a statement of the employee’s right to join a trade union, which will be issued at the same time as their main terms and conditions of employment.
Other major changes expected in 2027 include: protection from unfair dismissal from day one, flexible working to be the default unless the employer can show it is unreasonable, and a right to bereavement leave to apply from day one of employment.
With so many changes on the horizon, now is the time to join the Equestrian Employers Association. Our members can be assured that they are kept up to date with the latest legislation and that our tools and resources, including the Staff Handbook Creator and Contract Creator, will be updated in line with employment law.