How to handle disputes in the yard

Disputes can arise in any workplace and can vary massively in nature depending on the work undertaken by the employer and an individual employee.

Yard life is often described as a close-knit community, and rightly so.

Staff work alongside each other in high-pressured environments, caring deeply about horses and the smooth running of daily routines.

However, this closeness can also bring about grounds for conflict, especially in situations where there may have been miscommunication or an employee considers they may have been treated unfairly.

Where Friction Begins

While there are many potential reasons for conflict in the workplace, some common causes that cause disputes are:

• Rota fairness – perceived favouritism in shift allocations or weekend duties;
• Unclear roles or responsibilities leading to confusion over “who does what”; and
• Riding privileges – a particularly emotive issue when some staff feel left out or undervalued.

Even the most cohesive teams can be thrown off course by disagreements around these issues. The challenge lies in spotting early signs and effectively addressing them before they spiral.

Early Intervention is Key

When team members don’t feel heard, have concerns pertaining to their employment terms or believe they are being treated unfairly , this can impact on workplace culture, as well as an employee’s ability to carry out their role.

The temptation to let staff “sort it out themselves” is understandable but inaction can inadvertently send the wrong message that the employer is not invested in helping their employees resolve workplace concerns.

Instead, it is important for employers to take all concerns seriously and open up the space for honest conversations. This can help encourage the reporting of concerns to an employer in the first place to ensure they can be properly and swiftly addressed.

A quick one-to-one or team discussion may be enough to realign expectations and restore balance in the workforce. However, if this does not help resolve matters or would not be appropriate in the circumstances, the employee may want to raise a formal grievance for matters to be fully investigated.

Employers should have a Grievance Procedure within their Staff Handbook that outlines the procedure for investigating a Grievance so that this can be fairly followed. It is also a matter of good practice to ensure your Staff Handbook also includes an EDI Policy and Anti-Bullying & Harassment Policy.  

It is also worth considering, both before commencing a formal Grievance Procedure and after such a procedure has taken place, whether mediation would be suitable to help resolve matters between parties.

Mediation: A Practical, Confidential Solution

Mediation is a method of alternative dispute resolution (ADR) which enables parties to resolve workplace issues without escalating to potential litigation via the employment tribunal (or even, sometimes, a formal HR process).

It involves a neutral third party (the mediator), supporting the parties in expressing their positions and working collaboratively toward a solution that is acceptable to all involved.

The equestrian workplace brings about a number of specific pressures, such as long hours at peak and/or event times, emotional investment in the horses, close physical working quarters, and teams that often live and work alongside one another.

These dynamics make effective conflict resolution essential to maintaining a positive and professional yard environment.

Mediation can be an effective solution to this, and should be a strong consideration in situations such as:

• When those involved have been unable to resolve the issue themselves;
• If the dispute involves emotional issues where a neutral third party can provide clarity and structure;
• When tensions are disrupting daily operations, affecting clients or compromising horse welfare; and
• If there is a need to preserve the working relationship going forward.

Disputes in the workplace are not only disruptive, they are also emotionally draining for everyone involved. But with a proactive approach, clear communication, and the right tools like mediation, conflict does not have to become a crisis.

If you are facing issues in your yard team EEA members can find lots of helpful advice and guidance in our Workplace Disputes section.

Still have questions? Get in contact with the EEA team or our experts at Wright Hassall to discuss your needs.

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