The title of this article is a question that comes up often in the equestrian industry, especially among all of us, the grooms.
Are we being paid fairly? And what actually defines a fair wage?
This article is a direct response to the conversation we recently opened on social media, where many of you shared honest and unfiltered insights about what it’s really like to work as a groom.
Entry Level Salaries
Two of the most common themes were wages and recognition – or rather, the lack of both. Some of you said clearly that “we deserve to be paid a living wage,” while others described a long-term reality in which salaries remain at the entry level despite decades of experience, with no clear pay scale, limited benefits, and very little financial stability.
One response summed it up like this:
“I wish people understood that there’s no ladder to climb, no established pay scale that sees people making livable wages. After 27 years in the industry, I’m still making entry-level wages. Employers tell you they simply can’t afford to pay more, while adding to your plate and wanting you to maintain the standard of care. There is often no bonus structure, and in most cases, no benefits, sick days, or paid vacation. It is financially a very uncertain industry to build a career in.”
This article is not here to simplify those concerns or to give a single fixed answer. Instead, it aims to break down the different components that make up a “fair wage” in practice and why the conversation around compensation in the equestrian industry is more complex than just the amount of money you get paid.
We hope it helps you, but we also hope it helps employers pay you what you deserve!
What Actually Determines a Fair Wage?
First, let’s look at what actually shapes pay, working conditions, and long-term sustainability in the equestrian industry.
The answer isn’t simple. It depends on several factors such as location, level of experience, and the overall employment package. Including accommodation, insurance, transportation, bonuses, tips, and time off.
Location
The economic reality can vary significantly depending on which country you choose to work in, and this is something worth paying close attention to.
In countries like Switzerland and Norway, salaries may appear high on paper, but so is the cost of living. Earning €3000 in these countries can feel very different compared to earning the same amount in Germany or Belgium, where everyday expenses are generally lower.
Because of this, it’s important to look beyond the number on your contract and understand what that salary actually translates to in your daily life.
Taxes and Costs of Living
Taxes are another key factor. While some countries have higher tax rates, they may also offer stronger social benefits, such as healthcare, insurance coverage, and financial security in the event of illness or injury. In other places, lower taxes can mean higher out-of-pocket costs.
It’s also worth considering the overall cost of living – including housing, food, transportation, and basic day-to-day expenses.
Taking the time to understand these differences can significantly impact your financial situation and overall quality of life.
Accommodation
Is accommodation included?
Most barns offer some form of accommodation, either on-site or nearby. This is an important factor to consider when evaluating overall compensation.
Living on-site often comes with higher expectations for availability, including working on days off, having to do night checks, and being on call outside regular working hours. In many cases, this is on top of already long workdays that can easily reach around 10 hours.
Accommodation is often shared with other grooms, with only a private bedroom. While this reduces living costs for you, as the employee, it is also more cost-effective for the employer to house multiple staff members on-site. For this reason, shared accommodation on a yard should not be directly compared to renting a private apartment, but rather considered as part of the overall compensation package.
Living off-site, on the other hand, usually allows for a clearer separation between work and personal life. It reduces the expectation of constant availability and helps create more balance outside of work hours.
Transportation
Is a car provided as part of the job?
And if so, is it for personal use or is it shared among the team? It’s important to clarify who is responsible for associated costs such as fuel, insurance, and road tax. And who pays the expenses in case of an accident or when something breaks? These expenses can have a significant impact on your actual take-home value.
Bonuses and Appreciation
Are any bonuses included in the employment package?
This could include small gestures of appreciation on birthdays, holidays, or performance-based bonuses after particularly demanding periods.
Some grooms get a small percentage of the prize money, which would be a great incentive for every (show) groom.
While not always standard, these details can make a meaningful difference in how valued employees feel.
Days Off
How many days off per week are included in the contract?
- Two days off per week is considered standard in most industries
- One day off is more common in the equestrian world, although it often comes at the cost of limited rest and recovery time.
- More and more European stables offer 1.5 days off per week.
In many stable environments, weekly working hours can easily exceed 60–70 hours, regardless of weekends or public holidays. Compensation often remains the same, even during peak periods such as Christmas or major competitions.
For those traveling to shows or working away from the home base for extended periods, it’s also important to clarify whether missed days off are compensated later and whether full holiday entitlement is realistically achievable.
Insurance
Is health insurance provided through the employer?
Given the physical nature of the job and the relatively high risk of injury, proper insurance coverage is essential. Without it, employees may face significant financial and personal risk in the event of an accident.
Unfortunately, this is not always offered. In the US, it is rarely provided as part of the job, while in countries such as Sweden and the Netherlands, access to healthcare and insurance is typically ensured through national systems or legal requirements tied to employment.
Pension
Is there a retirement contribution included?
While this is often not a priority early in a career, it is an important long-term consideration. Everyone eventually reaches a point where they can no longer work, and financial stability at that stage depends heavily on early planning and consistent contributions.
If you’re interested in learning more about healthy finances for grooms and preparing for retirement, our finance series is available here.
Final Thoughts
All of these factors should be carefully considered when evaluating a wage offer. Salary alone rarely reflects the true value of a position. The full employment package must always be taken into account.
One thing I did when I was grooming was to calculate my hourly wage and compare it to other industries where working conditions are often more structured, and compensation is fairer.
Minimum Wage
Let’s take an example from Belgium in 2025, and what is considered a good wage there. Let’s say you are offered €3000 per month and work 10 hours per day, 6 days a week. That comes to roughly €11.54 per hour, which is close to the minimum wage in many contexts.
Compensation Package
Now add the additional parts of the compensation package. For example, if you live on-site and share accommodation with others, that could reasonably be valued at around €400 per month. If you also have access to a shared car for which you cover the fuel, the employer’s cost might be around €50 per month.
Together, this brings the total compensation to approximately €3450 per month, or about €13.27 per hour. While this is an improvement, it still reflects a relatively low hourly value considering the working hours and level of responsibility involved.
These are important factors to keep in mind when evaluating a job offer – especially when employers describe certain wages as “too high” or “unaffordable.”
Look At the Broader Picture
Looking at the broader picture can also be helpful: the lifestyle, travel, and discretionary spending within the business. It raises an important question of balance, not necessarily whether something can be afforded, but how resources are prioritized within the structure of the business.
Ultimately, understanding the full value of your compensation package is essential in making informed decisions about your work and long-term sustainability in the industry.
We want to acknowledge everyone who took the time to share their experiences on social media and in our community. Whether your voice is quoted here or not, your input is part of this conversation.
