From October 2026, two important employment law changes will affect equestrian employers.
The Employment Rights Act 2025 has already introduced a number of changes to employment law, with further provisions coming into effect over the coming months.
For yard owners and equestrian businesses employing staff, it is important to understand what these changes mean in practice and make sure your employment policies, procedures and record-keeping are kept up to date.
Employment Tribunal time limits are increasing
The time limit for bringing most Employment Tribunal claims will increase from three months to six months.
This will apply to claims including:
- Unfair dismissal
- Discrimination
- Whistleblowing
- A number of other employment claims.
The time limit for breach of contract claims will remain unchanged.
For employers, this means potential employment disputes could remain an issue for considerably longer after an event has taken place. Good record-keeping, clear documentation and consistent procedures will therefore become even more important.
Whether it is a disciplinary matter involving a groom, a grievance raised by an apprentice or a dispute about an employee’s contract, keeping a clear record of what happened, what action was taken and why decisions were made can be extremely valuable if the matter later progresses to a formal dispute.
A stronger duty to prevent harassment
Employers will also have a stronger legal responsibility to take all reasonable steps to prevent harassment in the workplace.
For equestrian businesses, this is particularly relevant because yards are often workplaces where employees regularly interact with a much wider range of people.
Employers should consider potential harassment involving:
- Grooms, riders and apprentices
- Instructors and office staff
- Liveries and horse owners
- Clients and customers
- Suppliers and contractors
- Vets and farriers
- Visitors to shows and events.
Importantly, an employer’s responsibilities can extend to harassment by third parties, rather than only behaviour between employees.
Employers should therefore consider whether their existing policies, reporting procedures and staff training are appropriate and whether employees know how to raise concerns.
Is your yard prepared?
Employment legislation continues to evolve, and keeping up with changes is an important part of running an equestrian business.
The Equestrian Employers Association (EEA) has produced a Guide to the Employment Rights Act 2025, specifically designed to help equestrian employers understand the key changes and what they mean in practice.
The guide highlights the areas employers should be considering now and provides a useful starting point for reviewing your current employment arrangements.
EEA members can also access practical guidance and support if they are unsure how changes to employment law may affect their business.