The RIDDOR Modernisation Consultation
The Health and Safety Executive is consulting on significant changes to the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR). The proposals aim to expand the definition of reportable “dangerous occurrences” and allow registered occupational health practitioners to officially diagnose reportable workplace diseases.
Why it Matters to You: If passed, these updates mean your business could experience an increased frequency of mandatory safety reports. It is a critical time to review your internal reporting workflows, ensure your incident logging is foolproof, and actively voice your feedback during the consultation window.
Submit your views or read the full document on the HSE RIDDOR Consultation Hub.
Martyn’s Law (Terrorism Protection of Premises Act)
Following its Royal Assent, the Home Office officially released its highly anticipated Section 27 Statutory Guidance for Martyn’s Law. The law places a legal duty on public venues and events to better prepare for and protect the public from terrorist threats. It features a tiered approach based on capacity, starting at a “Standard Tier” for venues holding 200–799 people.
Why it Matters to You: If you operate publicly accessible spaces like retail stores, warehouses, education facilities, or corporate events, you must ensure you have documented, tested plans for evacuation, lockdown, and emergency communication. While official enforcement by the Security Industry Authority (SIA) is expected closer to 2027, you should begin integrating counter-terrorism into your existing health and safety frameworks immediately.
You can read the official compliance guideline here: ProtectUK Martyn’s Law Hub.
Employment Law Changes
The rollout of the Employment Rights Act has triggered massive structural adjustments across UK workplaces. Key changes that are now legally active include Statutory Sick Pay (SSP) being paid from day one of illness, paternity and unpaid parental leave becoming “day-one” rights, and the maximum penalty for collective redundancy consultation failures doubling to 180 days’ pay. Looking ahead to October, employers will also face a much stricter legal duty to prevent third-party harassment.
Why it Matters to You: These shifting regulations directly intersect with workplace safety management, risk profiles, and operational planning. To remain fully compliant and protect your business from costly tribunal penalties, you must promptly update your HR policies, amend employee handbooks, and adjust your sickness absence tracking processes.
