Running a farming business is no easy task – between the weather, livestock, crops, machinery, and everything in between, employment law may not always be top of your priority list. But whether you’re hiring a seasonal fruit picker or a full-time herdsman, employment rules apply to you just as they do to any other business.
Farming businesses face unique workforce challenges, but getting the legal basics right can help you stay compliant, avoid fines, and build a loyal, reliable team.
Here are seven essential employment law issues every farming business should be aware of:
1. Employment contracts are a legal must – even for casual staff
Even if you only hire someone for a few weeks during lambing or harvest, you must give them a written statement of employment particulars on or before their first day and a wider written statement within 2 months.
These documents should outline key details such as:
- Job title and duties
- Pay, working hours, and place of work
- Holiday entitlement
- Notice periods
- Disciplinary and grievance procedures
Don’t rely on a handshake deal or informal arrangement – verbal contracts won’t protect you in the event of a dispute. Having a simple, written agreement in place helps avoid confusion and keeps things professional from the outset.
2. Understand Minimum Wage rules — including the Agricultural Wage in Wales
No matter where your farm is based in the UK, ensuring your workers are paid correctly is essential — and non-compliance can have serious consequences.
In England, all farm workers must be paid at least the National Minimum Wage (NMW). As of April 2025:
- £12.21 per hour for workers aged 21 and over
- £10.00 for workers aged 18–20
- £7.55 for under 18s and eligible apprentices
If your farm is in Wales, you must comply with the Agricultural Wages (Wales) Order, which sets legally binding rates – often higher than the NMW.
Accommodation offsets are tightly regulated and must not reduce pay below the legal threshold. Always keep detailed time records, especially for piecework or variable hours, and review rates annually to remain compliant.
3. Right to work checks are your legal responsibility
It’s up to you, as the employer, to make sure everyone you hire has the legal right to work in the UK — and the penalties for getting this wrong are severe.
You must:
- Check original identity documents (e.g., passport, biometric residence permit)
- Use the Home Office’s online Right to Work check for non-UK citizens with digital status
- Keep copies of documents and record the date the check was done
Even honest mistakes won’t protect you if someone turns out to be working illegally. Failure to carry out proper checks can result in serious fines and legal action.
4. Working time and holiday rules apply – even for seasonal staff
Many farmers mistakenly think that short-term or casual workers don’t qualify for holiday pay – but under the Working Time Regulations, everyone is entitled to rest breaks and paid holiday, even if they’re only working for a few weeks.
Here’s what you need to know:
- Most workers can’t be made to work more than 48 hours a week, averaged over 17 weeks (unless they opt out in writing)
- All workers are entitled to 5.6 weeks of paid holiday per year – that’s 28 days for someone working full-time, pro-rated for part-time or short-term contracts
- Workers must get a 20-minute break if working more than six hours, 11 hours’ rest between shifts, and at least one day off a week
Ignoring these rules can lead to tribunal claims and fines. Make sure your rotas and contracts reflect these legal entitlements.
5. Health and Safety isn’t optional – it’s a legal duty
Farming remains one of the UK’s most dangerous industries. In 2023/24, agriculture accounted for around 20% of all workplace fatalities, despite employing only 1% of the workforce. The Health and Safety at Work Act 1974 requires employers to protect their staff from risk.
As a farm employer, you must:
- Carry out risk assessments for jobs involving machinery, livestock, chemicals, and manual handling
- Provide appropriate training and PPE
- Maintain safe equipment and work environments
- Ensure access to clean drinking water, washing facilities, and toilets
Health and safety isn’t just about legal compliance – it protects your team, reduces downtime, and supports staff retention by creating a safer, more professional workplace. At CXCS, our experienced Health and Safety team helps farming businesses meet their legal obligations while building safer, more efficient operations. From tailored risk assessments and on-site audits to training and written policies, we provide practical, farming-focused solutions that protect you, your people and your business.
6. Working with family doesn’t exempt you from employment law
Even if you employ relatives – whether a son, daughter, cousin or spouse – employment law still applies. If you’re paying them, they should have:
- A written agreement
- Proper pay records
- The correct tax and National Insurance contributions
Many family-run farms overlook this, assuming informal arrangements are fine – but disputes, accidents, or audits can complicate things quickly. It’s best to document everything and treat them as you would any other employee from a legal perspective.
7. Clear disciplinary and grievance procedures are essential
Every business needs a fair and transparent process for dealing with issues – from misconduct and poor performance to disputes between workers.
You should have a written procedure that follows the ACAS Code of Practice, which includes:
- Clear steps for addressing problems informally and formally
- The right to a hearing and representation
- Appeal rights for disciplinary outcomes
- A separate grievance process for workers to raise concerns
Having a fair process can help resolve issues before they escalate and reduce your risk if an employee takes you to a tribunal.
Support & advice
Whether you run a small family farm or manage a large-scale agricultural operation, getting employment law right is essential – not only to stay compliant, but to build a safe, efficient, and respectful working environment for your team.
At CXCS, our dedicated Human Resources service is here to support you every step of the way. With over 15 years of experience working closely with agricultural clients, we understand the unique challenges farming businesses face – from seasonal labour and complex pay structures to rural working conditions and family-run dynamics.
We know how agricultural businesses operate, and we tailor our advice to make sure it’s practical, compliant, and rooted in real-life farming practices. Whether you need help drafting employment contracts, managing tricky staff issues, or staying on top of new legislation, our HR team is here to lighten the load.
Contact our HR team on 01981 590514 to find out how we can support your farming business.
