Its time to end the no contract culture

With 55% of respondents to our annual contract survey revealing that they don't have a written contract, Executive Director Lucy Katan is determined to change the equestrian industry's approach. 

"It baffles me why we still have a result on our most recent survey of 55% of grooms not having a written contract of employment! For years, we have educated the equestrian industry, both grooms, employers and parents, about the importance of this document. It seems that over half weren’t listening.

Employers are legally required to provide employees with a Written Statement of Employment Particulars on or before their first day of work. (N.B. this is full-time, part-time and zero-hour roles)

In the equestrian sector, this document is often referred to as a ‘written contract of employment’, and it outlines the key terms and conditions of your employment, such as:

• Job title and duties
• Hours of work
• Pay and benefits
• Holidays
• Notice periods
• Other rights and obligations

When I was a groom, I was given a written contract for just one job. This was the only time I was employed legally, and it felt good! I knew all the details of my employment, and having this signed document gave me peace of mind. I would never start a position of employment now without one. It is baffling to me why so many grooms do.

When I founded the British Grooms Association (BGA) in 2007, it was when my mission began to see every groom employed with this legally required document.

Just a piece of paper?

Some might shrug their shoulders and say, “It doesn’t matter; it is just a piece of paper.” But I passionately believe it is the crux of the first step of doing it right.

Whenever the written contract is not given… there is always trouble ahead.

I speak to grooms weekly who are in a tricky situation, and nearly every time, they don’t have the written contract in place. Fake notice periods, confusion over what happens with overtime, misunderstanding about probationary periods, disputes about annual leave entitlement, all of this must be outlined in the written statement/contract.

The written contract protects both the employee and the employer. There are no winners by opting out of this employment legislation requirement.

The lack of a written contract being provided on, or before the first day of employment should set off loud alarm bells in any groom's ears (and their parents). There is never a position of Good Employment without this legally required document.

It is the employer's responsibility to provide this document. (But the groom can ask for it and opt to not start the role without one too – just a thought but maybe this is the way that the industry will ultimately change.)

"It is too expensive”

“That is just not what happens with horses”

“I don’t bother, as others don’t bother”

“Yes yes, I will give you one when you have been here 3 months”

All of these phrases are what grooms are told. What a load of codswallop!

It's time for change

It is really simple; we have created the BGA’s sister organisation, the Equestrian Employers Association (EEA). With over 1,000 members and growing daily, including the likes of Carl Hester and Nick Skelton.

The EEA has an online tool called the Contract Creator. Over 5,000 contracts of employment have already been created to date. This is how we are going to get a contract in every groom's hands (or email).

So, I ask myself. Why do we still have 55% of survey respondents who don’t have one? Is this percentage representative of the problem in the industry?

In actual fact, based on my repeated first-hand experience of asking this question to college students who have a job alongside their studies, and grooms around the stables at international events and grooms who pick up the phone to the BGA, I think in reality the figure is even higher.

I am starting to change my approach to this problem. On my recent round of college and university talks, I attempted to empower the students regarding this issue. 

The truth is that the groom or employee should not have to ask for a written contract.

But what if every single groom in the land DID ask for a written contract and refused to start the job without one?

But there is a problem with this great ideology. Many grooms are often young, desperate to land their first ‘dream job’ on a yard and even intimidated from the outset by a dominant employer.

If an employer hasn't provided this written statement, it's important to know your rights:

Request a written statement: You can ask your employer for a written statement of employment particulars.

Employment tribunal: If your employer refuses to provide a written statement, or you’re facing any other employment issues due to lack of contract, you can contact an employment lawyer or, as a last resort, take the matter to an employment tribunal.

In any case, having a written contract of employment is vital to protect both you and your employer, so it’s important to address this issue." 

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