Employment Law Changes

There have been important changes to written employment contracts and holiday pay calculations, which came into effect from 6th April 2020.

Employers are obliged, by section 1 of the Employment Rights Act 1996, to provide both employees and workers with a written statement of particulars of employment before, or on, the start date of their employment.

This means that anyone starting a new job needs to have a written contract either before they start their employment, or on the day that the employment commences.

In addition, written statements will also now need to contain:
• the hours and days of the week the worker /employee is required to work, whether they may be varied and how
• entitlements to any paid leave
• any other benefits not covered elsewhere in the written statement
• details of any probationary period
• details of training provided by the employer.
If you current written statement of particulars doesn’t include the information above then your employer must issue you with a new contact.

Employers and Yard Managers can create and update employment contracts using the five step ‘Contract Creator’ available from the Equestrian Employers Association.

If you are a groom concerned about your written contract there is more information in our members 'My Employment' section on the website.

Changes to holiday pay calculations

From 6 April 2020 the Government lengthened the holiday pay reference period for calculating an average week’s pay from 12 weeks to 52 weeks.

This reform is intended to improve the holiday pay for seasonal workers, who tend to lose out over the way it is currently calculated, and to even out the variation in pay for workers.

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