Why Salary Transparency Matters to Grooms

Lucy Katan MBE, CEO of the British Grooms Association (BGA) shares her view on the recent 'Say What You Pay' proposal from the government.

The BGA is pleased to hear that publishing salary ranges or specific pay details in job adverts may soon be a legal requirement.

For me, this has been a long-standing frustration.

For many years, I have been disappointed by the number of equestrian job adverts that appear without any indication of salary.

Why? Because I simply don't think this is good for applicants or for the equestrian industry as a whole.

There are several reasons why I believe salary ranges should be included in job adverts.

Grooms deserve transparency 

Firstly, it brings transparency to the role. Applicants deserve to know what they can expect to earn before investing their time in applying for a position.

It also encourages employers to give greater consideration to their responsibilities around National Minimum Wage compliance, which, of course, is not optional.

Hours and Salary – Both Must Be Advertised

I also believe that the number of hours expected for the role should be clearly stated alongside the salary. Both pieces of information are essential for applicants to understand the true value of the position and what is expected of them.

For example, a job advert could state:

40 hours per week – Salary range £16, 640–£26, 439 per annum.

This gives applicants a much clearer understanding of the commitment required and the potential earnings, allowing them to make an informed decision about whether the role is right for them.

Annual National Minimum Wage Increases

Another important reminder for grooms is that National Minimum Wage rates are reviewed annually and normally change on 1 April each year.

If you are being paid at National Minimum Wage level, your pay should be increased when the new rates come into force, where necessary.

Don't Forget Overtime

Another important consideration, particularly for grooms and employers, is overtime.

If someone is being paid at National Minimum Wage level, every hour worked must be properly accounted for. Where additional hours worked bring the effective hourly pay below the applicable minimum wage, employers must ensure that the correct pay is provided.

Time off in lieu is not automatically a substitute for meeting National Minimum Wage obligations.

This is an important area that both employers and employees need to understand.

I will be watching this proposed development closely and sincerely hope that it becomes a reality. It would be a positive step forward for our industry, and I would love to see more equestrian job adverts published with clear, transparent salary information.

Salary transparency benefits everyone: applicants, employers and the equestrian industry as a whole.

Lucy Katan MBE

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