Understanding self employment in the yard

The Office of National Statistics estimated that by September 2025, the United Kingdom had approximately 4,373,000 self-employed individuals.

The equestrian industry specifically is one which relies heavily upon self-employment but determining when an engagement is genuinely akin to self-employment is not always straightforward.

It is, however, important to be clear on employment status as it affects employment rights.

When it comes to determining employment status, the practical reality of the arrangements between the client (the individual receiving the service) and the worker (the person providing the service) are weighted more heavily than the label which the parties have placed upon the relationship.

Factors indicative of a genuine self-employment arrangement include:

• The worker does not have to provide personal service and instead, they can send a substitute to conduct the work on their behalf.

• The worker has significant freedom to determine the arrangements for undertaking the work, including how, when and where they carry out the work.

• The worker has been engaged for a specific project or to complete specific deliverables.

• The worker operates on their own account and treats your yard as a client, offering defined services with their own terms and booking arrangements.

• The worker does not rely on a single yard for their income. They may have several clients, serve multiple yards and private owners, as well as advertise or network for new work.

• The worker sets rates per project or session and reviews their own prices periodically.

• The worker carries the financial risk of their own business, for example those arising from late cancellations and usually have clear cancellation and payment terms to manage that risk.

• The worker provides their own equipment and cover, brings their own kit and transport which they maintain and insure and hold appropriate public liability and professional indemnity insurance.

• The worker invoices for their services, rather than being paid through PAYE.

• The worker is not integrated within your business and, for example, would usually introduce themselves as being an external contractor rather than as someone that is part of your business.

Conversely, the following factors may be indicative of a relationship more akin to employment. Where this is the case, but the parties are operating on the basis that the worker is self-employed, there are potentially serious consequences for both parties.

Factors indicative of an employment arrangement include:

• The worker is integrated into your operation, appearing on your rota, wearing your uniform, using only your systems and/or holding themselves out as part of the yard team to liveries.

• You control the worker and the duties they undertake on a day-to-day basis, for example, where the yard sets start times, allocates duties and turnout, dictates breaks and supervises methods rather than agreeing outcomes.

• There is no real right for the worker to send a substitute, or any proposed substitute must be approved in a way that makes substitution unworkable in practice.

• The yard provides all tools and consumables, pays for replacements and absorbs the cost of cancellations or quality issues.

• The worker is restricted or prohibited from working for other yards or local clients or needs permission to accept external bookings.

• You apply ’employee’ style processes such as those relating to disciplinaries and grievances.

• The worker is paid a flat day rate or hourly rate with no scope to negotiate or set their pricing.

Self-employment can be flexible and efficient, but status is judged by what happens in reality, not by labels. It is important that the parties are not only in agreement to the arrangements in place between them, but that these arrangements are genuinely reflective of the intended employment status.

If you have any concerns regarding determining employment status and what this means for your business, please reach out to the Equestrian Employers Association team or the Employment Law team at HCR Wright Hassall who can provide assistance.