Employment Rights Act becomes law

The Employment Rights Bill has now officially become law, receiving Royal Assent on 18 December 2025.

It is now known as the Employment Rights Act 2025 and represents the biggest overhaul of workers’ rights in many years.

For grooms, the reforms are designed to improve job security, pay protection and working conditions — particularly for those on lower pay or variable hours.

While the Act is now on the statute book, most of the changes will be phased in between 2026 and 2027, giving employers time to prepare.

Here are the key changes that will affect grooms

Unfair dismissal rights after six months
Currently, most employees need two years’ service before they can claim unfair dismissal. Under the new law, this will reduce to six months, expected to come into force in early 2027.

This means grooms will gain legal protection much earlier if they are dismissed without a fair reason or proper process.

Statutory Sick Pay from day one
Statutory Sick Pay (SSP) will become payable from the first day of sickness, rather than after several days. The rules will also expand eligibility to cover more low-paid and part-time workers, which will benefit many grooms.

This change is expected from April 2026 and should reduce pressure on grooms to work when unwell or injured.

Better protection for grooms on variable or casual hours
Grooms working irregular hours will gain new rights to:

• request a guaranteed-hours contract if they regularly work consistent hours
• receive reasonable notice of shifts
• be compensated if shifts are cancelled at short notice

These measures, due during 2026, are particularly relevant in the equestrian sector where working patterns can be unpredictable.

Limits on ‘fire and rehire’
The Act will restrict employers from dismissing staff simply to force changes to pay or working conditions, except in limited circumstances. This protection is expected to apply from October 2026.

Day-one parental rights
Paternity leave and unpaid parental leave will become day-one rights, rather than requiring a qualifying period. This is expected from April 2026 and will help grooms balance work with family life earlier in their employment.

Stronger enforcement of rights
A new Fair Work Agency will be created to enforce employment rights more actively, making it easier for workers to raise concerns and improving oversight of poor employment practices.

What this means for BGA members

These changes strengthen many of the issues the British Grooms Association has long raised — including fair treatment, job security, sick pay and predictable working arrangements.

However, the rights will only apply once each part of the law comes into force, and some details are still being finalised. BGA members are encouraged to:

• keep copies of contracts and payslips
• ask questions if terms change
• seek advice early if problems arise

The BGA will continue to update members as implementation dates are confirmed and guidance is published.

The BGA is here to support ALL GROOMS

Join today from just £26.50 and access benefits such as personalised advice, letter and CV templates, online tools and training, plus exclusive discounts on insurance and a range of equestrian equipment.

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