April 2026 employment rights and wage changes: What you need to know
Wednesday, 01 April 2026
From April 2026, significant changes come into force that affect everyone working in the equestrian industry, from equestrian centres and businesses, to employees, freelance staff and apprentices.
These updates include new National Minimum Wage (NMW) rates and a range of updates under the Employment Rights Act 2025, bringing greater protection for workers along with increased compliance responsibilities for employers.
New NMW rates (from 01 April 2026)
The new rates for 2026 will be:
- National Living Wage (for those aged 21 and over): rising from £12.21 to £12.71 per hour (up £0.50 – 4.1%)
- 18–20: rising from £10.00 to £10.85 per hour (up £0.85 – 8.5%)
- 16–17: rising from £7.55 to £8.00 per hour (up £0.45 – 6.0%)
- Apprentice rate: rising from £7.55 to £8.00 per hour in the first year of apprenticeship (up £0.45 – 6.0%)
- Accommodation offset per day: rising from £10.66 to £11.10 (up £0.44- 4.1%)
Many equestrian businesses employ a mix of young workers, seasonal staff and apprentices. These wage increases will have a direct impact on payroll planning, staffing budgets and contract updates. Employers must ensure these rates are applied from the first full pay period in April.
Further information available via Gov.uk.
Key Employment Rights Act updates affecting equestrian workplaces from 06 April 2026
1. Collective redundancy: Protective award doubles
- Maximum protective award increases from 90 to 180 days’ pay.
- Critical for employers managing restructures during financial pressures or seasonal downturns.
2. Family leave becomes a ‘day one’ right
- Paternity leave and unpaid parental leave available from the first day of employment.
- Equestrian centres and businesses hiring seasonal or probationary staff must be ready for earlier entitlement to leave.
3. Statutory sick pay (SSP): Wider eligibility
- Lower earnings limit removed - SSP now payable regardless of earnings.
- No waiting days - SSP begins from day one of sickness, rather than several days.
- Especially relevant for part‑time grooms, casual helpers and variable‑hours staff.
4. Whistleblowing now covers sexual harassment disclosures
- Reports of sexual harassment are explicitly protected.
- Equestrian workplaces should ensure clear policies and reporting channels.
5. Bereaved partners’ paternity leave
- Up to 52 weeks’ paternity leave available following the death of a child’s mother or primary adopter within 52 weeks of birth/placement.
- Workplaces should ensure bereavement policies are updated.
- Consider putting a mechanism in place for temporary cover and a return to work process.
6. Gender equality action plans encouraged
- Voluntary publication of gender pay gap and menopause action plans.
- Larger equestrian organisations may wish to begin planning for the requirement in Spring 2027.
7. Holiday pay and working time records
- Employers must keep annual leave records (entitlement, taken leave, carry‑over, irregular/part‑year calculations) for six years.
- Ensure recording systems are in place.
- High relevance for yards with seasonal staff or workers with irregular patterns.
8. Fair Work Agency launches (07 April 2026)
- New enforcement body for NMW, holiday pay and statutory payments, which has inspection powers and can issue civil penalties.
- Equestrian employers must ensure all payroll and timekeeping systems are accurate and auditable.
Further information from Gov.uk on how the above may impact you as a employer or employee.
What this means for the equestrian sector
With April 2026 bringing substantial employment‑law shifts, equestrian employers should update policies and records to reflect these changes:
- Updated wage rates for staff and apprentices
- Accurate record keeping for working time, holiday and pay
- Refreshed policies on family leave, sickness, whistleblowing and bereavement
- Clear communication with managers, instructors, yard supervisors and apprentices
- Strengthened HR and payroll processes.
Check out our Good Employment hub for tips and resources for the equestrian workforce.