Autumn updates to employment law

From October 2026, two employment law changes will be important for equestrian employers.

The Employment Rights Act 2025 has already introduced several important changes to employment law and more are set to take effect over the coming months. 

Read on to discover what the changes may mean for your yard and what you need to do to prepare.

Employment Tribunal time limits are increasing

The deadline for bringing most Employment Tribunal claims will increase from three months to six months. 

This will apply to claims including: 

• unfair dismissal
• discrimination
• whistleblowing
• a number of other employment claims.

The time limit for breach of contract claims will remain unchanged.

For employers, this means that potential claims may arise or remain live for considerably longer after an issue occurs. Good record-keeping, fair procedures and clear documentation will therefore become even more important.

Whether it is a disciplinary matter involving a groom, a grievance raised by an apprentice, or concerns about how an employee's contract has been handled, keeping a clear record of what happened and why decisions were made can be invaluable if a dispute arises later.

A stronger duty to prevent harassment

Employers will also have a clearer legal responsibility to take all reasonable steps to prevent harassment in the workplace.

This doesn't just mean considering how employees behave towards one another. In an equestrian setting, you may need to consider potential harassment involving a wide range of people who interact with your business, including: 

• grooms, riders and apprentices
• instructors and office staff
• liveries and horse owners
• clients and customers
• suppliers and other contractors
• vets and farriers
• visitors to shows and events.

Employers can also have responsibilities where harassment comes from third parties, rather than another employee.

Further regulations may set out more specific steps that employers are expected to take when deciding what is "reasonable", helping Employment Tribunals assess whether an employer has done enough to prevent sexual harassment.

Want to know what the changes mean for your yard?

The EEA has produced a Guide to the Employment Rights Act 2025, designed specifically to help equestrian employers understand the key changes and what they mean in practice.

It covers the important employment law changes ahead and highlights the areas where employers should be preparing now.

As always, EEA members can contact us for practical guidance if you are unsure how a change may affect your business.

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