The provision of accommodation with an equine job can be a grey area for both employers and employees, with so many varying arrangements from yard to yard and job role to job role. Get it wrong and at the very least an employer struggles to find and keep staff, the employee loses out on their salary entitlement and, worst case scenario, the employer and employee find themselves in very hot water. Here we attempt to put a complex matter into as simple terms as possible, regarding the provision of accommodation with a job, based on situations regularly seen within the equine industry.

Sometimes, making and accepting a job offer can be somewhat rushed and not treated with the formality it really does require. Whilst it’s a huge relief to have reached this stage, it is by no means the end of the process! There is still time for things to unravel and go wrong, and sometimes badly wrong, which it’s why it’s so important for both employers and job seekers to approach this stage with care and to put aside a little quality time to get it spot-on! Read our guidance on making and accepting a formal job offer…

There is often much confusion about employment contracts in the equine industry, and it’s very easy for both employers and grooms to make mistakes that, in the worst case scenario, can be devastating further on in time. Read our simple guide and make sure you’re in the know and on the right side of the law when it comes to employment contracts.

Not a lot of people realise that salaries in the horse racing industry are different to those of any other equine sector. Certain Minimum Wage and employment standards are agreed between the National Trainers Federation and the National Association of Racing Staff (Also known as “NARS”), and these set the horse racing industry apart from any other equine industry sector. Read on to find out more about working in the horse racing industry.

Offering and accepting a job offer can be a time of mixed emotions – happiness, relief, anxiety, and even confusion in some circumstances. But occasionally things go wrong when they’ve barely begun and the job offer is withdrawn. Where do employers and job seekers stand when a job offer/acceptance is withdrawn?

A “Written Statement of Employment Particulars” is the part of an employment contract that has to be given in writing within two months of an employee starting work, and both employers and employees need to know what it must contain and what it can contain. Make sure you know where you stand!

My name is Olivia Alstad. I’m a Canadian rider who moved to the UK to train and learn more about the sport of eventing. With no plan or education on the apprenticeship scheme, I made all the rookie errors! I’ve written an article to help you in your pursuit of a suitable apprenticeship, avoiding all the major mistakes that I made!

You may not realise it, but Apprentice Grooms are always winning! Whether you’re a school-leaver looking to forge a successful career in the equine industry or an established groom who would like formal recognition of your abilities with qualifications, an equine apprenticeship will be an almost surefire way of achieving your goals…

They say “choose a career you love and you’ll never work a day in your life”, and for a lot of horse lovers a career in the equine industry would be a dream come true. But how different is working with horses to keeping them as a hobby?

It’s National Apprenticeship Week 8th February – 14th February 2021 – a perfect time for grooms to explore the possibilities of gaining nationally recognised qualifications without having to take time out from work, and employers to consider expanding their team by taking on an apprentice groom! Why is this so important to the equine industry? Because the equine industry NEEDS you to! Before dismissing the idea of becoming or employing an apprentice, read our 5 reasons why the equine industry needs Apprentice Grooms…

Understanding payslips is easier than you might think. From the 6th April 2019, it is an employee’s statutory right to receive a payslip, so it’s important that everyone understands them! Unless you are genned up on the ins and outs of gross salary, income tax, allowances, Workplace Pensions and National Insurance it may look like a confusing bunch of numbers, especially if you’re a worker receiving payslips for the first time. In this article we give you a basic guide to payslips, from who should be given payslips and why, through to understanding the various codes and figures.

As we all know, recruitment is an inexact science and pre-employment checks such as securing valid and recent references gives us important information that helps us to decide if a candidate is suitable for a particular role.

Over the years I have taken references on behalf of thousands of employers and prospective employees as part of delivering bespoke recruitment services. This has lead me to have many positive, long-term placements and via the same established processes of due diligence, I have also diverted my clients away from certain disaster on more than one occasion!

Interestingly these days many grooms, having known me through their careers, give me as a reference to their ‘journey.’  Similarly, and not infrequently, employers will ask me for information about a particular prospective employee and of course, where I can fairly and legally comment, I do.

Over the years, more especially in the equestrian recruitment environment, I have been struck by how many employers who recruit for themselves or via other routes don’t seem to bother taking up references, opting instead to completely ignore these critical pre-employment checks just hoping for the best; many seem to live to regret this omission sooner or later…

As specialist equine recruitment consultants, we see the good and bad outcomes of unstructured career pathways and the results of the “rooky errors” grooms make without correct guidance. We’re passionate about the part we can play in improving the role of an equine groom as a credible career pathway.

Many equestrians join the equine industry by making a blind leap into it, accepting the first job available to them. Needless to say, this isn’t a constructive foundation for a fruitful career in the equine industry. Many grooms resort to “job-hopping” in search of the training and opportunities they crave, without realising the damaging effect this has on their CV and future career prospects.

By contrast, an Equine Apprenticeship makes the you focus on what you would like to achieve within your career and how you can achieve it. You can then source meaningful employment as an Apprentice Groom, enabling you to earn while you learn, laying the foundation of a promising career – and ultimately become one of the best professional grooms in the equine industry.

As specialist equine recruitment consultants, we see the good and bad outcomes of unstructured career pathways and the results of the “rooky errors” young people make without correct guidance. We’re passionate about the part we can play in improving the role of an equine groom as a credible career pathway and we’ll always do our utmost to encourage your child to make safe career decisions.

Many young people wishing to work in the equine industry will make a blind leap into it by accepting the first job available to them. Needless to say, this isn’t always a constructive foundation for a fruitful career in the equine industry. Many grooms resort to “job-hopping” in search of the training and opportunities they crave, without realising the damaging effect this has on their CV and future career prospects.

By contrast, an Equine Apprenticeship makes the job seeker focus on what they would like to achieve within their career and how they can achieve it. The job seeker can then source meaningful employment as an Apprentice Groom, enabling them to earn while they learn, laying the foundation of a promising career – and ultimately become one of the best professional grooms in the equine industry.

Everyone likes to keep things simple, and sometimes gathering all the information needed before making decisions and acting on them can be time-consuming. With this in mind, The Grooms List team have put together a simple step-by-step guide to employing an Apprentice Groom, from writing your advert to retaining your fully trained Apprentice Groom beyond their final qualification.

In so many of the blogs and articles we write for equine employers, we find ourselves referring to common difficulties when sourcing, securing and retaining good equine career grooms. It’s reasonable to conclude the pool of experienced grooms wanting to remain working with horses and available to yards is diminishing as the years pass. Trainee grooms, including apprentices, are a lifeblood of the equine industry and the ins and outs of employing them need much more consideration than they currently get.

Taking anyone on as an employee is a big responsibility with plenty of legislation to adhere to along associated pitfalls, so it’s very tempting to aim to keep things simple by seeking to only take on employees with experience and a solid employment history. Not only could you find this attempt to keep things simple actually complicates your recruitment drive, as you struggle to attract and secure established, experienced career grooms in what is undeniably a very competitive recruitment market for employers, but by shunning the notion of taking on an apprentice, quite simply, you could be missing out!

This week’s blog is for all those interested in knowing more about the facts concerning employee wages, accommodation charges, holiday entitlements and finally sick pay, income tax, national insurance and pensions.

Linda Hudson, Head of Business Development at Educ8 Training, has in the last 10 years worked in both college and private training organisations and rather usefully, has also studied employment law. Linda now kindly offers us all a short review with some handy hints, tips and links for good measure!

The Grooms List by Caroline Carter Recruitment Ltd is delighted to publish this article by equine apprenticeship expert Linda Hudson, busting some common myths that often stop employers, would-be apprentices, and even parents from considering an equine apprenticeship.

We all know horses don’t look after themselves, and it appears that this may lead to some confusion at times regarding holiday entitlement in the equine industry. Whether you’re an employer or an employee, don’t make assumptions about holiday entitlement, make sure you know the law!

Looking to build a successful career in a particular discipline or sector of the equine industry? Find out about the course options available to learners via and equine apprenticeship.

Trainee grooms, including apprentices, are a lifeblood of our industry and the ins and outs of employing them needs much more consideration than they currently get – the yard junior, the trainee and of course the official and safeguarded version of the working pupil, the apprentice groom, are the future. What we all invest today could reverse the sometimes depressing current trends in the industry for tomorrow. If you are sitting comfortably with a large glass/cup of whatever keeps you awake and concentrating, please do read on. We hope you will be glad you did and that you will share this info to anyone you think might benefit from it –  THE EQUESTRIAN INDUSTRY DESPERATELY NEEDS PEOPLE LIKE YOU!

Never before has society been more aware of discrimination and the negative impact it has on all aspects of life. Quite rightly, the law takes acts of discrimination very seriously and, as with all matters pertaining to employment law, ignorance is no defence when it comes to the crunch! If upheld, a claim can result in a hefty fine! This blog is aimed to raise awareness and avoid not uncommon pitfalls.

The 1st April 2024 sees what the UK Government has called “the biggest ever cash boost” to the National Living Wage. This is inevitably going to receive a mixed response. Whilst workers will be looking forward to a boost to their income, some employers will struggle to meet these new legal requirements. In this article, we outline the changes and how they affect workers and employers in the equine industry.

As Great Britain leaves the European Union at 11pm on 31st January 2020 and “Brexit” dominates our news headlines, what can we expect within the equine industry? As an international recruitment agency, we place many British Grooms in jobs within the EU, and many EU citizens into jobs within Great Britain, so… what about information for Employers and Grooms in the equine industry?

Caroline Carter Recruitment is delighted to support the Equestrian Employers Association Employer Conference, on 25th February 2020.

Caroline Carter is a guest speaker at the conference, answering your questions on the staffing challenges with the equine workplace in the session, How to attract, recruit and retain excellent staff.

Caroline says, “I am really looking forward to this conference. It represents a groundbreaking opportunity to eyeball the ‘issues of the day’ surrounding attracting, recruiting and retaining staff. With a recruitment industry ‘in crisis,’ we must all grasp these opportunities to look at strategies which could positively impact change.”

Read on to find out more about this interesting event and its aims…

All apprenticeships are supported by a specialist training organisation and choosing the right apprenticeship training provider is hugely important to a success outcome for both the learner and the employer. Here we offer employers some tips and advice on finding and selecting the right apprenticeship training provider for your yard.

It’s National Apprenticeship Week – a perfect time for grooms to explore the possibilities of gaining nationally recognised qualifications without having to take time out from work, and employers to consider expanding their team by taking on an apprentice groom! Whether you’re an employer or a learner/would be apprentice The Grooms List by Caroline Carter Recruitment is THE GO-TO place to go for Equine Apprenticeships! Everything both employers and learners need is here, in one place, from choosing a Training Provider to finding your next groom or job and everything in between!

Since April 2017, it’s compulsory that all eligible employees receive a Workplace Pension as part of their employment contract, and this applies to grooms working in the equine industry. There is still a lot of confusion surrounding Workplace Pensions, who is eligible for one and who should be paying into one. So, what is a workplace pension? What does this mean? Who should expect to receive one? We have put together a simple guide to answer 10 common questions regarding Workplace Pensions in the equine industry

In April every year, at the end of one Tax Year and the start of the next, the National Minimum Wage and Living Wage increases. This is important for everyone in the equine industry – employers and employees alike. Equestrianism is a notoriously low-pay industry in terms of hourly salary, and salaries are frequently, if not always, topped up with extras, bonuses and tidbits. But in reality, how lawful are we in doing this without the advice and guidance of accountants and tax specialists? And what are the consequences of getting it wrong? The UK Government has strict laws regarding the minimum sum of money any individual can receive in return for work done and it can be confusing at least, a minefield at worst, when remunerating staff not just fairly, but legally too.  In this article, we take a timely look, and research answers to basic questions for both employers and employees regarding the National Minimum Wage and Living Wage and to highlight common misconceptions within the equine industry regarding wages, remuneration packages and the law.

Everyone likes to keep things simple, and sometimes gathering all the information needed before making decisions and acting on them can be time-consuming. With this in mind, The Grooms List team have put together a simple step-by-step guide to becoming an Apprentice Groom, from finding your Apprentice Groom vacancy to your options once you’ve gained your qualification.

There is often confusion surrounding employment status, with “Freelance Grooms” being treated as employees, and employees being made responsible for their own Income Tax and National Insurance. The legal ramifications can be detrimental to BOTH parties, so it’s essential that everyone is clear on the work agreement and arrangement they have.

Fresh from the clutches of 11 years enforced education, drunk on your own freedom (honestly guv I’m just really happy), the prospect of earning a proper wage dangled in front of you tantalisingly, it can be tough persuading yourself to think long-term about career planning. The prospect of returning to a classroom for college courses or perhaps a degree holds no appeal for those who struggle with formal education or are just fed up with the confinement of a classroom. Apprenticeships provide an alternative way to achieve formal, industry recognised City and Guilds qualifications with minimum or possibly even no classroom time. Learners are able to ‘earn while they learn’ as the tagline goes. The equine industry is famously fast-paced and physical, and there is unanimous thinking when it comes to the verdict that there is really no substitute for practical, on the job training. An equine Apprenticeship allows you to gain this in an unexploited, structured and planned way whilst also gaining the piece of paper to prove it. Becky Parker discusses the pros, cons and alternative routes into a successful career with horses.