A checklist for using safety data sheets for hazardous chemicals in the workplace
Following the European Chemical Agency’s ‘General Report 2018’ the findings showed a great deal of progress in terms of substances registered and improved governance. However, the quality of information on Safety Data Sheets provided to business was often misunderstood, didn’t provide the right clarity and were unreliable. So to help, Make UK have put together this handy checklist to ensure you comply and include all the detail necessary for safe use of substances in the workplace.
Want to know more about the use of Safety Data Sheets? Watch our webinar recording here.
see here). Next, the updated draft will be laid before Parliament for approval and is expected to be in force from Summer 2024.
The new statutory Code, which the Government initiated in the wake of the redundancies undertaken by P&O Ferries without consultation or notice in Spring 2022, aims to address the practice of "fire and rehire" (i.e. where employers force through changes to employees' terms and conditions of employment by terminating employment and offering re-engagement on inferior terms). It does not ban the process, but sets out some parameters as to how it can be operated more fairly.
The Code applies when the employer is considering dismissal and re-engagement (or redundancy and dismissal and re-engagement in respect of the same employees), but not where just redundancies are envisaged. It makes clear that employers should not use threats of dismissal as a negotiating tactic. The draft Code states that “once it has become clear to the employer that employees and/or their representatives do not agree to some or all of the contractual changes which [the employer] has proposed, but the employer considers that it still needs to implement the changes, the employer should re-examine its proposals”. The Code lists various factors the employer should take into account when determining how to proceed.
Although a failure to follow the Code will not, in itself, make a person or organisation liable to employment tribunal or court proceedings, tribunals/courts will be able to uplift any compensation awarded by up to 25% where an employer has unreasonably failed to follow the Code.
Our employment experts will be discussing this topic further at our popular Spring Employment Law Updates (see here to book your place).
If you are a Make UK subscriber, you can speak to your regular adviser for further guidance and/or access information in the Changing employment terms and conditions and Termination of employment sections of our HRL Resources. If you are not a Make UK subscriber, you can contact us for further support on this topic or to access our resources. Please click here for information on how we can help your business.
The new statutory Code, which the Government initiated in the wake of the redundancies undertaken by P&O Ferries without consultation or notice in Spring 2022, aims to address the practice of "fire and rehire" (i.e. where employers force through changes to employees' terms and conditions of employment by terminating employment and offering re-engagement on inferior terms). It does not ban the process, but sets out some parameters as to how it can be operated more fairly.
The Code applies when the employer is considering dismissal and re-engagement (or redundancy and dismissal and re-engagement in respect of the same employees), but not where just redundancies are envisaged. It makes clear that employers should not use threats of dismissal as a negotiating tactic. The draft Code states that “once it has become clear to the employer that employees and/or their representatives do not agree to some or all of the contractual changes which [the employer] has proposed, but the employer considers that it still needs to implement the changes, the employer should re-examine its proposals”. The Code lists various factors the employer should take into account when determining how to proceed.
Although a failure to follow the Code will not, in itself, make a person or organisation liable to employment tribunal or court proceedings, tribunals/courts will be able to uplift any compensation awarded by up to 25% where an employer has unreasonably failed to follow the Code.
Our employment experts will be discussing this topic further at our popular Spring Employment Law Updates (see here to book your place).
If you are a Make UK subscriber, you can speak to your regular adviser for further guidance and/or access information in the Changing employment terms and conditions and Termination of employment sections of our HRL Resources. If you are not a Make UK subscriber, you can contact us for further support on this topic or to access our resources. Please click here for information on how we can help your business.