If you’re working in the equine world, whether as a groom, rider, yard assistant, or even a marketing freelancer, it’s vital to understand the difference between being self-employed and being an employee. The two roles might sound similar, but legally they’re very different.
Lately, we’ve noticed a lot of discussion in equine Facebook groups from people unsure where they stand. Some are told they’re freelancers, yet they’re instructed where to work, what days they must attend, and exactly how much they will be paid per hour, with no real say in the arrangement. That set-up is not how freelancing works, and misunderstanding these boundaries can lead to problems for both sides.
The difference between an equine freelancer (contractor) and an equine employee mainly comes down to how you work, who controls the work, and your legal rights and responsibilities. Here’s a clear breakdown, especially relevant in the equine industry:
Freelancer vs Employee: What’s the Difference?
Employment Status
An employee works under a contract of employment; they’re part of the business and follow the employer’s rules, hours, and processes.
An equine freelancer (also called a contractor or self-employed worker) operates under a contract for services. You run your own business, choose your clients, and set your own terms.
Supervision and Control
- Employees are directed by their employer: when to start, which horses to handle, and how to do the tasks.
- Freelancers have control over how and when they complete the work, as long as they deliver what was agreed.
If you are being told when to arrive, how long to stay, exactly how work must be carried out, what tools to use, then this sounds more like employment, not freelancing.
Right to Substitute
This is one of the key HMRC tests.
- Employees must do the job personally.
- Freelancers usually have the right to send a substitute, for example, another qualified groom or rider if your contract allows it.
If you’re forbidden from sending someone in your place, it leans toward employee status.
Hours and Pay
Employees typically:
- Have set hours
- Receive regular, predictable pay
- May access holiday pay, sick pay, or other benefits
Freelancers:
- Charge per job, per service, or per day
- Set their own rates
- Invoice clients
- Do not receive employee benefits
If you are told your exact working hours and rate without negotiation, this may be misclassified employment.
Tools, Equipment, and Risk
Employees usually use the employer’s tools, equipment, and insurance.
Freelancers:
- Provide their own equipment and transport
- Have their own insurance
- Take on the financial risk of cancellations or quiet periods
Tax and Legal Responsibilities
Employees are taxed via PAYE.
Freelancers must:
- Complete Self Assessment
- Pay their own tax and National Insurance
- Register for VAT if their income exceeds the threshold
Check Your Contract Carefully
Before starting any equine work, always look at what’s written and what actually happens in practice.
Consider:
- Who controls your working hours?
- Can you negotiate your fee?
- Do you provide your own tools?
- Are you allowed to send a substitute?
- Are you being supervised like an employee?
If a contract labels you as “self-employed” but the business treats you like an employee, HMRC may disagree with that label.
Being an equine freelancer offers independence and flexibility, but also responsibility.
Being an employee offers structure and legal protections but less freedom.
Understanding your correct status protects you, your income, your clients, and your rights.
If you’re offering equine freelance services from yard help to clipping, grooming, riding, mucking out, or office-based equine support, you can create a free profile today on TallyHO Temps.
We’re building a trusted UK-wide platform where horse owners and equine businesses can find the help they need quickly and directly.
Visit www.tallyhotemps.com to join the growing community.
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