The unfortunate truth about working pupils

Over the past few weeks the BGA has been running a 'Working Pupil' survey.

This follows up from our 2017 research, which exposed some shocking facts about how so-called 'working pupils' (not a legal employment term) were employed, paid and treated.

We've now started working our way through the results of the latest survey, and it brings us no pleasure to report that there are still wide-ranging and serious problems with so-called 'working pupil' employment arrangements in the UK.

Shocking results

Confusion about employment status, clear cases of false self-employment, a lack of contracts, illegal working hours, incorrect wages being paid, in some cases no wages.

Most devastating of all, the majority of people who took part in the survey stated that they were unhappy or very unhappy with their working situation.

We'll be sharing the full results soon, but in the meantime, it's never been clearer that many grooms need to:

• Educate themselves about what Good Employment looks like
• Be brutally honest with themselves about the reality of their current employment
• Refuse to be taken advantage of for the sake of a potential 'opportunity of a lifetime'
  
  

Working Pupils - What are the facts?

In the equine industry, the term 'working pupil' is typically associated with someone who works at a yard, lives on the premises, perhaps keeps their horse there, and, in return for this, they get training, education and sometimes competitive opportunities.

There is no legal definition of a “working pupil”, and this term is not a legal employment status.

If you are a working pupil, you are an employee/worker. 

Just like an employee, someone who is receiving training as part of their package MUST also receive a written statement of terms of employment (contract), NMW, paid holiday and then have the deduction of accommodation, as per the accommodation offset allowance, made to their gross salary.

If there is a cost for livery or training on your own horse, this must be invoiced and then, only with mutual written agreement, this can be deducted from the net salary; critically, it must be invoiced for each pay period.

Not a legal employment status

Whilst an equestrian yard can advertise for a ‘working pupil’, it is OK to use it as a descriptive job title; it is not an employment status and does not exempt the employer from paying someone at least the National Minimum Wage. 

"The words 'Working Pupil' immediately identify that the individual is an employee or worker. 

Thus, the individual must be employed as such, and anything otherwise is illegal and could result in a hefty fine for an employer from the HMRC. The employers who are using this term are naive and must modernise their approach.

I believe that it can be a great opportunity for any young person to be based at a professional yard and get dedicated riding coaching; this experience can be invaluable. However, it must be legal, and it is actually very simple for an employer to make it so.

I strongly urge parents to examine the terms of the position that is being offered and contact us for advice if they are unsure."

Lucy Katan MBE, BGA Executive Director

Some frequently asked questions include: 

What is a Working Pupil?

Is it a legal employment status?

Is it OK to be given free training in return for work?

Can I go home whenever? I choose to be here?

Isn't a working pupil the same as an internship?

Is a working pupil the same as being on work experience?

To get the answers to all of these questions, visit 'My Employment' in Members Services. 

If you are not yet a member, please join today to belong to your professional association and be a #smartgroom.

As a BGA member, you also have access to our free advice line, and we are happy to help answer any questions you have. 

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