We Deep Dive Into Equine Industry Standards and How To Improve Upon Them

Article by Katie Derer originally published in The Plaid Horse.

INDUSTRY STANDARDS help maintain a certain level of professionalism, safety, and horse welfare in the equine industry. Many argue that there is still significant room for improvement—especially when it comes to worker compensation, better work conditions, and industry-wide transparency. As the equine world evolves, these “industry standards” must also adapt to meet the changing demands of both the workforce and the horses themselves. The push for livable wages, a healthier work-life balance, and ethical practices is becoming more prominent, particularly as the next generation of equine professionals demands change.

FLASHBACK: IT’S 2019

Let’s take a trip back to pre-covid. As someone who once survived on coffee and margaritas, I spent over the last decade before covid as a rider, groom, younghorse trainer, and instructor; I know all too well the struggle to make ends meet. After working every opportunity, every angle, thinking outside the box, and plenty of graveyard shifts, and supplemental side hustles- I found myself still unable to successfully navigate an income where I could unburden myself enough to buy groceries, carry health insurance, and pay necessary vehicle or rental bills. Through this burnout, I lost faith in the industry, closed my first farm operation, and switched into restaurants and hospitality so that I could successfully make it out of the debt I had accumulated and reassess where to begin again, and if I really wanted to. This article tackles the elusive “industry standards”, where they come from, and how we can utilize other industries to create more realistic industry standards moving forward.

TAKE A LOOK: 1980

Let’s go back in time for a moment. The year is 1980. Let’s take a look at the global perspective, as we navigate cost of living, expenses, minimum wage, and the overall atmosphere surrounding the horse industry.

THE FEDERAL MINIMUM WAGE IN 1980 WAS $3.10, UNLEADED GAS WAS $1.19, COLLEGE TUITION FOR 4-YEAR INSTITUTIONS $738/YEAR.

So what, inflation is normal. It is common to watch obligatory eye rolls when the statistics are shared, however, when the current generation suffers from the past and current affairs of decisions made by a select few, it is up to the industry and everyone in it to find common ground for the greater picture: the future. It is lack of foresight, preparedness, and communication that the state of the equine industry continues its belief in current “industry standards.” Don’t agree? Ok, let’s check some facts. In short, whether you agree or not, everyone in the industry is at fault. As I move through this follow-up article, be sure to read the last article for context. Together, we can analyze where reformations are needed to encourage industry professionals to make better choices to everyone’s benefit.

FAST FORWARD: 2022

Let’s take a look at the industry compared to 40 years ago.

$1 USD IS EQUIVALENT TO ABOUT $3.14 IN 2020. A PRICE INCREASE OF OVER 214.09%, WHICH IS AN INFLATION RATE OF 2.90% PER YEAR BETWEEN 1980 AND 2020.

When you think of industry standards, what comes to mind? After polling peers and professionals, the vast majority that replied can be composed into four groups: income, horse care, training, and work expectations. Unfortunately, industry standards can be classified into over eight separate categories, not excluding horse care and welfare, training and performance, business and employment standards, breeding and genetics, discipline specific standards, sustainability and environmental standards, ethical practices and transparency, and professional development. Just by glancing at the list leads to the daunting question, how on earth any one governing body could undertake the enormity of such a task as regulating effectively?! The answer is: one body cannot, but YOU CAN. As an equine community, we can all help one another, or not. The future is up to you.

DID YOU KNOW?

The racing industry is one of the only worldly equine disciplines with rules and regulations regarding employee pay affecting the ability to compete? The rules regarding paying employees in the horse racing industry, particularly for those working in training, stabling, and racing operations, can vary greatly by country and jurisdiction. In many countries, there are specific labor laws that must be adhered to before individuals, particularly trainers, grooms, and other essential staff, are allowed to work or participate in racing. These rules are often designed to ensure that workers are properly compensated for their labor before they can be involved in racing events. Here’s an overview of some general principles in different countries:

In the United States, there isn’t a federal rule specifically requiring racecourse employees to be paid before being allowed to compete. However, horse racing is highly regulated by state-specific commissions, such as the California Horse Racing Board or New York State Gaming Commission, which enforce rules around fair labor practices. Employers in the horse racing industry, including trainers and race organizers, must follow Fair Labor Standards Act (FLSA) guidelines, which require timely payment for services rendered.

Specific Rules: In some states like California, the rules might require proof of fair compensation for stable workers or trainers before a horse is allowed to race, especially regarding workers’ wages. This ensures that employees such as grooms, exercise riders, and jockeys are paid promptly to prevent exploitation.

In the United Kingdom, under the National Minimum Wage and Employment Rights Act, employees working in horse racing, such as stable staff, grooms, and trainers, must be paid in accordance with minimum wage laws. The British Horseracing Authority (BHA) enforces rules that require stable staff and other racing employees to be compensated before racehorses can compete.

Specific Rules: For racehorses to be entered into races, a registered trainer must ensure that their staff are paid fairly and regularly. The BHA has strict regulations about employer responsibilities, including providing contracts, ensuring workers are paid, and offering fair conditions. Before a horse is cleared to race, there is often a requirement that all licensing and financial obligations concerning staff compensation are in good standing.

The Racing Australia governing body has standards for how trainers, jockeys, and other racing employees must be paid. Australian regulations stipulate that all employees must be paid in accordance with the Fair Work Act and are protected by awards that ensure fair wages. Stable staff and grooms must be paid on time for their work, and some states or territories have specific rules that require these payments before a horse can be entered into a race.

Specific Rules: In certain states, such as Victoria, trainers are required to comply with employment laws, including the payment of wages for staff like stablehands and grooms, before a race can take place. Payment disputes or evidence of unpaid wages could prevent a horse from being entered into a race until the issue is resolved.

France has very strong labor laws, and the French Racing Authority (France Galop) requires employers in the equine industry to adhere to strict pay and work regulations. The country’s system ensures that racing staff, including jockeys, grooms, and trainers, are paid according to French labor laws and are given contracts that guarantee wages.

Specific Rules: To ensure fair practices, France Galop ensures that staff working on horse training or at racecourses are compensated before any horses are entered in races. Employers must provide proof of payment or a wage guarantee to enter a horse into a race.

In Japan, under the Japan Racing Association (JRA), regulates the horse racing industry, ensuring that workers, including trainers, grooms, and jockeys, are paid according to Japan’s employment standards law. The JRA requires employers to comply with the country’s labor laws, including the timely payment of wages.

Specific Rules: In Japan, if an employer has a dispute or fails to pay workers such as grooms or trainers, the JRA may withhold a horse’s entry to races until the issue is resolved. This ensures that employees are treated fairly and that the industry maintains ethical standards.

In Dubai (UAE), The Dubai Racing Authority oversees horse racing in the UAE and enforces fair labor practices for employees in the equine sector, including those in training and at racecourses. Employers are expected to comply with the country’s labor laws, which set the minimum wage and employment conditions.

Specific Rules: In Dubai, horses cannot compete unless all staff wages are in compliance with UAE labor laws. Employers must also ensure that the necessary documentation, including the proof of payment to staff, is in order before a horse is cleared to race.

Explain to me why the United States of America is one of the only countries without regulatory practices for pay, training, and professional development in equine sport. To me, the arguments are excuses. “America is so big”, “even if you regulate it, people will find a way around it anyway”. If you have similar thoughts, again, this widespread industry brainwashing is how we have become the industry of today. Just because following laws can be dismissed, doesn’t mean that there should be no laws at all.

In all the mentioned countries, the general theme is that employers in the horse racing industry must comply with local labor laws, which often include the requirement to pay staff—such as grooms, trainers, and jockeys—on time. Some jurisdictions explicitly prohibit a horse from competing if there are unresolved employment or payment issues, while others enforce this through licensing or certification requirements. The specifics can vary by country or even state/province, but in all cases, ensuring fair pay for workers is a critical aspect of maintaining ethical and legal racing operations. Just by adapting a few of these principles into other disciplines of equestrian sport, could certainly make a crucial step in keeping equestrians validated and safeguards in their jobs.

Of course, there is no perfect answer to one problem. But rather a collective effort in step by step processes, towards the reformation of daily norms and practices in the industry. There is one word in particular that strikes fear into the hearts of many participating in any job market: union. Unionization in the equine industry could significantly change the dynamics of worker rights, compensation, and working conditions for employees in various sectors, such as grooms, stable staff, trainers, riders, and veterinarians. While unionization is a relatively new concept in many parts of the equine world, incorporating a union could help address longstanding issues around pay, job security, working hours, and safety. Let’s take a moment to explore what unionization might look like in the equine industry:

1. Core Objectives of Equine Industry Unions

• Fair Wages & Livable Income: One of the primary goals would be ensuring that workers in the equine industry, including grooms, trainers, and stablehands receive fair compensation for their labor. Many workers are underpaid, especially in sectors like grooming or horse training, where long hours and physical work are common. A union could negotiate for minimum wage standards or livable wages, especially in the face of the rising cost of living.

• Better Working Conditions: Unions could advocate for better workplace environments, including safer stables, better access to equipment, and more humane working conditions for both workers and horses. For instance, reducing the risk of injury, ensuring adequate time off, and offering protective gear for workers could be included in union contracts.

• Job Security & Benefits: Unionized workers could secure contracts that offer job stability, health insurance, retirement plans, and paid leave. This would help address the issue of job instability, especially for freelance or seasonal workers who may face a lack of benefits and uncertainty between jobs.

• Work-Life Balance: Union contracts could set standards for hours worked, ensuring a more predictable schedule, reducing burnout, and protecting workers from being overburdened with long shifts, especially during peak times like racing season or shows.

• Training and Education: A union could negotiate for funding or support for continuous professional development. It could ensure that workers in the industry are offered opportunities to learn new skills and progress within their field, creating a more professional and skilled workforce.

2. Types of Workers Who Could Be Affected

• Grooms and Stablehands: Workers responsible for caring for horses, mucking out stables, feeding, and providing general horse care could greatly benefit from union representation to secure fair wages, adequate rest periods, and better safety standards.

• Trainers and Coaches: Freelance and salaried trainers often face unpredictable incomes and difficult working conditions. Unionization could provide them with more leverage to negotiate fair pay and job security, as well as standards for working with horses and clients.

• Jockeys and Exercise Riders: Jockeys already have some level of representation in certain racing jurisdictions, but unionization could provide a more structured system of support. It could address concerns about weight requirements, health insurance, race-day pay, and post-race care, as well as better protections for their physical safety.

• Veterinarians and Farriers: Unionizing veterinarians and farriers could ensure that they are adequately compensated for their specialized skills and receive protections related to their physical well-being, as their jobs often require intense physical labor and long hours.

• Event Coordinators and Other Support Staff: Individuals who work behind the scenes, such as event planners, horse show organizers, and barn managers, would also benefit from unionization to ensure proper compensation and work conditions.

  
  

3. Unionization Structure

• National vs. Regional Unions: A national union could represent equine workers across multiple regions and disciplines, ensuring standardized practices and wages. However, local or regional unions may be more effective in addressing specific needs and challenges in different areas, such as thoroughbred racing versus dressage or eventing.

• Collective Bargaining: Unions would engage in collective bargaining with employers (e.g., stables, racecourses, training facilities) to negotiate contracts that secure better pay, hours, and working conditions. Through collective bargaining, workers would have more leverage to demand reasonable working hours, better benefits, and protection from unfair dismissal.

• Membership and Dues: Employees who wish to join the union would pay membership dues, which would fund the union’s operations, legal support, and advocacy. Union members could vote on the terms of collective bargaining agreements and help steer the direction of the union’s efforts.

  
  

4. Key Benefits of Unionization in the Equine Industry

• Improved Pay and Benefits: Unions would negotiate for standardized wages that reflect the true value of workers’ contributions, including compensation for overtime, holiday pay, and medical benefits. In the long run, this would help improve the financial security of workers in the equine sector.

• Standardization of Practices: Unions could help standardize practices across different sectors of the equine industry, from racing to breeding, creating more consistency in how horses are treated and how workers are managed. This could promote better industry-wide safety and welfare standards.

• Advocacy for Animal Welfare: Unionized workers could push for more robust animal welfare standards. With a unified voice, workers could have more influence on shaping policies that ensure horses are treated humanely, both in terms of training and competition.

• Workplace Safety: Through union representation, workers could ensure that safety protocols are in place and enforced, especially considering the physically demanding nature of the industry. This could include better standards for facilities, proper safety training, and protective equipment to prevent accidents and injuries.

5. Challenges of Unionization in the Equine Industry

• Fragmented Workforce: The equine industry is highly fragmented, with workers spread across many disciplines (e.g., racing, breeding, recreational riding, show jumping). This could make it difficult to organize a cohesive union that speaks for all workers, given the wide variation in needs and working conditions.

• Freelance and Contract Work: Many equine industry workers, particularly trainers, grooms, and jockeys, are freelancers or independent contractors rather than full-time employees. This makes unionization more complex since these workers may not fit the traditional employment model.

• Employer Resistance: Some employers might resist unionization, fearing that higher wages and more regulations could lead to increased costs or reduced flexibility. There could also be resistance from individuals who have traditionally operated in the industry on an informal, non-union basis.

• Cultural and Tradition: The equine industry, particularly in certain countries like the United States, has deep-rooted traditions and a strong culture of individualism. Resistance to change or “outsiders” trying to impose new rules could create significant friction between workers and employers.

  
  

6. Potential for Change and Progress

• Generational Shift: Younger equestrians, who are more attuned to issues like transparency, work-life balance, and fair wages, could drive the push for unionization. As these professionals gain more influence, they could reshape the industry into a more equitable and sustainable sector.

• Industry Evolution: While unionization in the equine industry may not be widespread yet, its growing momentum could bring long-term benefits. As the industry modernizes, workers’ rights, safety, and pay could become more aligned with the expectations of today’s workforce.

  
  

Unionization in the equine industry could serve as a transformative force that addresses some of the industry’s most pressing challenges, including fair compensation, safety, and transparency. Just a few of the problems that the industry faces today. While there are significant obstacles to implementing unionization—such as a fragmented workforce and resistance from employers—the growing need for better working conditions, livable wages, and ethical treatment of both workers and horses makes unionization a potential avenue for positive change. Together, one step at a time, I know the industry can be different. By fostering collaboration, accountability, and respect across the industry, a unionized workforce could help ensure that the equine industry becomes more sustainable, inclusive, and fair for all involved.

A JOURNEY OF A THOUSAND MILES BEGINS WITH A SINGLE STEP- LAO TZU

While we may not be able to cover every individual perspective, we can certainly take away a more wholesome approach in finding solutions to the current plight of the laborers. At the same time, we must open up about the hard-truths in the equine industry. Our aim as industry professionals should be to work towards educating and furthering reform where necessary, to the benefit of the future of the equine industry. These articles are geared to open conversation for those in the equine community with a commitment to change. My sincere hope is that this information will fuel up and coming generations, as well as, serving as a reminder that progress must be made to keep the interest and integrity within the sport we have all come to love. Ultimately, the article is one of collective action, accountability, and empowerment: the industry will only change if its workers come together to demand transparency, fair pay, and better conditions for everyone involved. We are experiencing a generational shift in how equine professionals view their value and their rights. Let us sit down at the table and encourage ongoing reform in the industry to ensure it is equitable and sustainable for the future.

REFERENCES

American Association of Equine Practitioners (AAEP), “Guidelines for Equine Veterinary Care”. AAEP Website

American Veterinary Medical Association (AVMA), “Horse Care Guidelines”. AVMA Website

United States Trotting Association (USTA), “Horse Health Requirements”. USTA Website

British Eventing, “Rules and Safety Standards”. British Eventing Website

The Animal Welfare Act (UK), “Transport of Animals”. UK Government Website

U.S. Department of Labor, Fair Labor Standards Act (FLSA). U.S. Department of Labor Website

Jockeys’ Guild, “About Us”. Jockeys’ Guild Website

United States Hunter Jumper Association, “Certified Trainers”. USHJA Website

Colorado State University, Equine Science Program CSU Website

The Jockey Club, “Rules and Regulations”. The Jockey Club Website

American Quarter Horse Association (AQHA), “Breeding and Registration”. AQHA Website

U.S. Environmental Protection Agency (EPA), “Equine Facility Guidelines”. EPA Website

United States Equestrian Federation (USEF), “Sustainable Practices in Competition”. USEF Website

RSPCA, “Horse Welfare Guidelines”. RSPCA Website

Federation Equestre Internationale (FEI), “Rules on Horse Welfare”. FEI Website

World Anti-Doping Agency (WADA), “Equine AntiDoping”. WADA Website

U.S. Anti-Doping Agency (USADA), “Equine Drug Testing”. USADA Website

THE EXPERT: KATIE DERER

Katie graduated from Delaware Valley University with a Bachelors degree in Equine Studies, specializing in Equine Training. She also studied abroad in the UK at Hartpury College, where she found her enthusiasm for research and globalization practices within the equine industry. In 2016, she formed Wilderer Equestrian as a young professional, committed to young horses, sales, and showing on the circuit. After 20+ years in the industry, she continues to document first-hand experiences, fight diversity inconsistencies, advocating for her peers, while searching for solution based policies to bring into practice.