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Sweeping changes
...ed that if it came into power, it would not bring the Act into force in its entirety, dropping in particular the provisions on positive action and the socioeconomic duty, and that the equal pay provisions will be amended. The Conservatives have also specifically committed to making equal pay audits mandatory for any company found to be discriminating on www.workplacelaw.net the basis of gender. The Queen's Speech confirmed that the Government would `promote equal pay'. To date, there have been no commencement orders bringing any provisions of the Act into force on a specific date. Notably, the Equalit...
Magazine issue | 1 Jul 2010
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Changes to Workplace Law Magazine
...nisations. However, while much of the current legislation has a strong emphasis on people and staff, as of next year a business' energy use and carbon emissions will also be subject to regulation, with the implementation of the Carbon Reduction Commitment (CRC). Starting in April 2010, the CRC is a mandatory carbon trading scheme for businesses aimed at stimulating energy efficiency and delivering carbon reductions. It will cover both public and private sectors and at present is expected to affect approximately 5,000 organisations in the UK. Businesses should understand what the Carbon Reduction Commit...
Magazine issue | 1 Sep 2009
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Carbon Reduction Commitment – the clock is ticking to 2010
...anisations. However, while much of the current legislation has a strong emphasis on people and staff, as of next year a business' energy use and carbon emissions will also be subject to regulation with the implementation of the Carbon Reduction Commitment (CRC). Starting in April 2010, the CRC is a mandatory carbon trading scheme for businesses aimed at stimulating energy efficiency and delivering carbon reductions. It will cover both public and private sectors and at present is expected to affect approximately 5,000 organisations in the UK. Businesses should understand what the Carbon Reduction Commit...
News analysis | 26 May 2009
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Grinding to a halt: Why Government policy risks bringing business to a standstill
...lly using the REACH-IT tool. It involves submitting a `dossier' containing information on the substance, its health and/ or environmental risks and the precautions that have been taken to minimise those risks. Companies affected should be planning now for registration requirements that will soon be mandatory. Failure to comply is an offence, which in the UK can be punishable by unlimited fines. Directors can also be held personally liable for breaches. To benefit from the phased-in deadlines, manufacturers or suppliers had to pre-register their substances by 1 December 2008. `Late preregistration' is s...
Magazine issue | 4 Jan 2011
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EU Proposals to increase maternity leave on full pay: the UK perspective
...ost France 1.3bn per year. Women in France are currently entitled to 16 weeks, with an additional two weeks. Sweden, which offers the option of a very long and favourable parental leave in addition to maternity leave, is also against the proposal. Nevertheless, if the proposal goes ahead it will be mandatory for all the EU Member States to comply with it, and the UK will have to implement it. It is not yet certain how the reform will affect UK employers. At present, employers can claim back all or most of the amount they pay out in statutory maternity pay. But it is not known if the Government will be ...
News analysis | 5 Nov 2010
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Same old: has health and safety really changed after the Young review?
...heer scale of funding Environment | Legal update environment legal update In-depth guidance on legal issues ... The CRC Energy Efficiency Scheme Dr Anna Willetts, Greenwoods Solicitors LLP The scheme The CRC Energy Efficiency Scheme (formerly known as the Carbon Reduction Commitment) is the UK's mandatory climate change and energy saving scheme, which aims to improve energy efficiency and reduce the amount of carbon dioxide emissions in the UK. The scheme started in April 2010 and is regulated by the Environment Agency. It is central to the UK's strategy for improving energy efficiency and reducing ...
Magazine issue | 1 Nov 2010
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Open for Business
...lities for CRC participation, a list of HHM settled on the half hourly market and total half hourly electricity used. A fixed fine of £5,000 and £500 per working day (maximum 80 days) will apply to participant organisations not registering during the registration period. In addition to the above, mandatory coverage as a participant applies to all government departments and local government departments mandated by the Secretary of State. It is important to note that the CRC applies to electricity supply across organisations and groups of undertakings rather than individual sites. This is a particularl...
Magazine issue | 4 May 2010
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COP15: What does it mean to me?
...s designed to reduce emissions. These include increasingly stringent legislation relating to energy performance, such as the Energy Performance in Buildings Directive (EBPD) and related mechanisms; carbon taxation such as the Climate Change Levy; and in 2010 the Carbon Reduction Commitment (CRC), a mandatory emissions trading system. Overall, any deal at Copenhagen can be expected to further incentivise all organisations to measure, manage and reduce carbon emissions and to improve energy efficiency in particular. What impact will Copenhagen have on facilities managers? In order to minimise their ener...
News analysis | 15 Dec 2009
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48: How the 48-hour working week could push employers to the max
...current Regulations is straightened out on page 9, whilst another concern for employers and managers whether using Blackberries at home constitutes working time is considered on page 26. Whatever happens in Europe, one thing is certain: changes to working hours are definitely on the way and a mandatory 48-hour working week could be introduced in the near future. How will this affect businesses, especially given the current economic climate? That remains to be seen. n 808 pages n paperback n Only £79.99 Claire Fuller Editor claire.fuller@workplacelaw.net Order today! Call 0871 777 8881 quotin...
Magazine issue | 5 Feb 2009
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Employers retiring employees at 65 at risk of age discrimination
...t SD in 2006 when she was compulsorily retired. Although Mrs Johns accepted that her employer had followed the correct statutory retirement procedure she brought a claim for unfair dismissal and age discrimination. At the time the Attorney General who reviewed Palacios had concluded that imposing a mandatory statutory retirement age may be appropriate and necessary in order to achieve a legitimate aim in the context of an EEC member state's national employment policy. On the back of the Attorney General's indication on Palacios, and having regard to Regulations which allowed Solent to do just the above...
News analysis | 21 Jul 2008
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Licence to… protect your workplace?
...e new regulations mean that licences must be held by anyone supplying labourers to work in agriculture or food processing and packaging. Gangmasters will be charged between £250 and £4,000 per licence, depending on their business turnover. Any who operate without a valid licence after they become mandatory will face fines of up to £5,000 or up to ten years in prison. 6867 The Employment Equality (Age) Regulations 2006 come into force on 1 October. They will: · ban age discrimination in terms of recruitment, promotion, training and provision of benefits; · ban all retirement ages below 65 -- excep...
Magazine issue | 1 Jun 2006
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Six months to A-day, and counting: So what are you doing about it?
...hought also needs to be given about the extent to which the ‘flexibility’ aspects of the new regime are to be adopted as from next April. (Not all schemes, for example, may wish to permit members to draw benefits whilst continuing to work: the new regime is permissive in this respect, not mandatory.) As this information has been prepared by the Firm as a general guide, we recommend that you seek specific professional advice before acting upon the information contained in it. No liability can be accepted by the Firm for any action taken or not taken as a result of this information. ...
News | 10 Oct 2005
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Employment Tribunal’s prescribed Claim & Response forms - mandatory on 1st October 2005
...ribunal (Constitution and Rules of Procedure) Regulations 2004 (SI 2004/1861) introduced prescribed forms for Claimants and Respondents to use in tribunal proceedings on 1st October 2004. After a 6 month period when the use of the new Claim and Response forms were voluntary, their use was to become mandatory on 6th April 2005. This commencement date was put back to 1 October 2005. This was to give the ETS time to consider further the inter-relationship between the design of the forms, the methods of submitting them and the ETS’s wish to electronically scan the documents on receipt. We can now report ...
News | 25 Aug 2005
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Directors' responsibilities for health and safety
...s will be required to apply for a Unique Reference Number from their Fire Service to continue to receive an immediate response. · 6 April is the first of two days of the year when the Government introduces new employment legislation · New style employment tribunal claim and response forms will be mandatory from April 2005.· Homeworkers will see a further improvement in their wages LISTINGS · The annual increase in limits on various tribunal awards takes effect on 1 February 2005. 5133 · Employers' Liability (Compulsory Insurance) (Amendment) Regulations 2004 come into force on 28 February confer...
Magazine issue | 1 Feb 2005
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2005: getting to grips with the legal year ahead
...es to channel monthly donations directly from their salaries to their favourite good causes. Payroll giving makes it easy for individuals to donate a regular amount tax - effectively to a charity of their choice. 5169 careless driving fine £2,500; using vehicle in dangerous conditions mandatory disqualification for 2nd offence; failing to give identity of driver - three to six points; mobile phone/proper control £30 to be made endorsable: three points, £60; rationalising fines for children not wearing seatbelts £500 fine for front and rear currently £200 in rear and £500 in ...
Magazine issue | 15 Dec 2004
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Noise at work tops EU health and safety priorities for 2005
The requirement for a change in the Noise at Work Regulations 1989, actually arises from an EU Directive, thus is outside the control of the UK government. However the figure quoted (140dB) is actually the peak action level, and not the second action level at which the use of hearing protection is mandatory ? which is the Second Action Level, currently 90dB averaged over 8 hours, which is set to reduce to 85dB with the change in legislation. The requirement is for exposure to noise at work ? which includes the exposure of the bands themselves, as well as the audience ? to be properly controlled so th...
Comment | 3 Mar 2005
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The Social Network – 12 years of the Workplace Law Conference
...represented in the workforce. This is not the same thing as positive discrimination, which is unlawful under European law and does not mean allowing `quotas' or giving someone a job just because they have a particular protected characteristic. It is also important to note that the provision is not mandatory, so employers will not have to take positive action if they don't wish to do so. 17 SOCIAL NEtWORK The 18 www.workplacelaw.net As Workplace Law prepares to host its 12th Annual Facilities Management Legal Update Conference, Sara Bean reflects on how the employment landscape, and with it the ...
Magazine issue | 1 Mar 2011
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New guidance for employers on mental health at work
... The guidance aims to help reduce the estimated 13.7 million working days lost each year due to work-related mental health conditions including stress, depression and anxiety, which are currently estimated to cost UK employers around £28.3bn per year at current pay levels. The guidelines are mandatory for NHS employers to follow and recommended for employers in all sectors. The NICE guidance encourages employers to take a positive organisation-wide approach that promotes mental wellbeing through changes in ways of working, such as improved line management and the provision of flexible wor...
News | 5 Nov 2009
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2009: new beginnings
...day case is expected. The case, brought by the National Council on Ageing (which operates under the names Age Concern and Heyday), claims that the UK's age discrimination legislation is in itself discriminatory as it does not apply to those over the age of 65, thereby allowing employers to impose a mandatory retirement age. 16963 16 January The health and Safety (Offences) Act comes into force. The purpose of the Act is to raise the maximum penalties available to the courts for certain health and safety offences. The Act makes the following key changes to the existing legislation: 1. Imprisonment will...
Magazine issue | 8 Dec 2008
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Decision expected soon for default retirement age challenge
...s challenging UK age discrimination legislation in the European Court of Justice – is now expected on 2 July, rather than in 2009 as previously thought.Heyday, an arm of Age Concern, is claiming that the UK Government was in breach of the European Union’s Equal Treatment Directive by imposing a mandatory retirement age of 65. In response to Heyday, the president of the Employment Appeals Tribunal has issued a directive that all retirement age-related cases going through the appeals process have been put on hold until the decision has been made by the European Court. It was thought this would be ...
News | 30 May 2008
