National Minimum Wage set to rise in April 26

The recent UK Budget confirmed that from 1 April 2026, the statutory National Minimum Wage (NMW) will rise.

This change will have important implications for every employed groom.

Whether you work full-time or part-time or zero hours, whether you are paid monthly or hourly, whether you are travelling internationally, or on yard-duties — you are entitled to be paid at least the NMW for every hour you work.

Under the law, paying the NMW for every hour worked (including overtime) is not optional — it is a legal requirement. 

In addition, your employer must ensure that any deductions, for example:

• Accommodation
• Uniform
• Livery charges
• Coaching and training charges
• Pension schemes

do not push your pay below the statutory minimum. It's often things like livery or teaching charges that cause mistakes - it is advisable that an employer invoices their employee for these separately. 

Other common mistakes include an employer failing to pay a higher rate when a groom advances to the next age bracket or failing to pay overtime.

Accommodation offset (a tax-free charge for accommodation) is currently capped at £74.62 per week, but will rise to £77.70 from April 2026. This must be present on the payslip. 

We recognise that many yards are already under financial pressure. However, compliance with the minimum wage is non-negotiable — and failure to do so could result in enforcement, fines, public naming, and even prosecution. 

It’s important to know that your employer cannot legally respond to the wage rise by simply re-classifying you as “self-employed” and continuing business as usual on the same terms. This would most likely amount to “false self-employment.”

Under UK law, if you are doing the same work, under their direction and control, at set hours, you should be treated as a “worker” or “employee,” which includes legal rights such as holiday pay, pension entitlements (or at least automatic enrolment into workplace pension if eligible), statutory sick pay, and protections under minimum-wage legislation.

Re-labeling you as self-employed to avoid paying the new minimum wage would deprive you of those rights — and so would be unfair and unlawful.

If you are unsure whether you are receiving the correct pay, or if you suspect deductions (for accommodation, livery, coaching, etc.) might be dragging your hourly rate below the legal minimum, now is a good time to check your payslips or raise the matter with your employer.

As a member, you can also use the BGA Wage Checker.

The BGA is here to support ALL GROOMS

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