New Say What You Pay Law

Under new Government plans employers will be required to include salary information in job advertisements.

Equestrian businesses should start reviewing their recruitment practices ahead of the proposed changes.

Employers who advertise vacancies without stating how much a job pays could soon need to change their approach.

On 5 November, Prime Minister Andy Burnham announced plans for new legislation requiring all employers to include salary information in job advertisements.

The proposed ‘Say What You Pay’ law aims to make recruitment fairer and more transparent, particularly for young people entering the jobs market.

It is also intended to help tackle pay inequalities by ensuring candidates know what they can expect to earn before applying.

What does this mean for equestrian employers?

Although the legislation is still being developed, the proposals are expected to apply to employers of all sizes.

This means riding schools, livery yards, competition centres, stud farms and other equestrian businesses should consider how they currently advertise vacancies.

For example, adverts for grooms, yard assistants, instructors and yard managers often use descriptions such as ‘salary negotiable’, ‘competitive rates of pay’ or ‘salary dependent on experience’.

These may no longer be sufficient once the new requirements take effect.

Employers will need to think about providing clear pay information from the outset.

Depending on the final rules, this could mean stating an hourly rate, annual salary or an appropriate salary range.

There are some particular considerations for the equestrian sector, where remuneration packages can be more complicated than a straightforward salary.

Pay and benefits: Many equestrian employers offer benefits alongside cash wages, such as free or discounted livery, accommodation, use of facilities or other perks. Employers should consider how these form part of the overall package and how clearly they are communicated to prospective employees. The Government has not yet confirmed how non-cash benefits will need to be presented under the new rules.

Recruitment and retention: Being upfront about pay may also help employers attract more suitable applicants. Candidates can make an informed decision about whether a vacancy meets their financial needs before investing time in an application or interview.

What should employers do now?

The Government has confirmed that legislation will be brought forward as soon as possible, although the precise implementation date and details of the requirements have not yet been published.

In the meantime, equestrian employers can take some practical steps:

• Review existing job advertisements and replace vague descriptions of pay with clear hourly rates or salary ranges.
• Make sure remuneration packages are properly documented, including any benefits offered alongside cash pay.
• Check that advertised pay is consistent with the National Minimum Wage or National Living Wage requirements, where applicable.
• Consider whether pay rates are consistent across employees carrying out comparable roles and whether any differences can be justified.
• Ensure managers and anyone involved in recruitment understand the importance of communicating pay clearly.

Greater pay transparency does not necessarily mean employers must offer higher salaries, but it does mean being clearer about what a role is worth.

For an industry that relies heavily on attracting and retaining skilled, dedicated staff, being open about pay could be a positive step towards making equestrian employment more accessible and sustainable.

The EEA will keep members updated as further details of the legislation emerge.

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