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INSERT INTO `Z1EZp7_postmeta` VALUES (10554,970,'insight_modules_0_text_para','In Kaler v Insights ESC Ltd, the EAT has confirmed that an Employment Tribunal was entitled to refuse a postponement application made part way through a hearing despite medical evidence that an autistic litigant-in-person had experienced a panic attack caused by the pressures of the hearing.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10558,970,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Ms Kaler was dismissed from her position as a school assistant vice principal for sending multiple abusive, threatening and harassing emails. She argued that her conduct arose as a consequence of her disability, Autistic Spectrum Disorder (ASD), and brought various Tribunal claims as a litigant-in-person, including a claim for discrimination arising from disability.</p>\r\nMs Kaler’s claim was listed for a five-day remote hearing. She gave evidence during the first three days. Over the intervening weekend, she applied for a postponement of the remainder of the hearing on the basis that she was too unwell to continue. Having initially refused an adjournment, the Tribunal did then adjourn on the next day of the hearing when an ambulance had to be called because Ms Kaler was experiencing a panic attack. However, her further request for a postponement was refused because of insufficient medical evidence, the prejudice caused to the employer and its witnesses by any further delay, and concerns that she could experience similar health issues again. The hearing was concluded in Ms Kaler’s absence, and her claims were dismissed.\r\n\r\nOn appeal, Ms Kaler argued that the Tribunal’s decision to refuse a postponement was perverse. However, the EAT agreed with the Tribunal’s reasoning. Her medical evidence (a GP’s letter) lacked sufficient detail to justify a postponement, and there was nothing to indicate that the pressures of a resumed hearing would not have the same effect on her. The EAT noted that Tribunals are not bound to accept medical opinions without question, particularly where prognosis or recovery is uncertain. It also agreed that postponement would impact the employer’s right to a fair trial within a reasonable period of time since it was nearly four years since her employment had ended.\r\n\r\nThe EAT also rejected Ms Kaler’s appeal against the dismissal of her claims. Her conduct did not arise in consequence of her ASD, and even if it had, dismissal was justified and proportionate given the serious content of her emails, their wide circulation, the impact on her colleagues and her refusal to stop sending them.\r\n\r\nIt is difficult to overturn decisions on postponement since they can only be challenged on perversity grounds. Assessing an application for postponement is a delicate balancing exercise. Tribunals will have to weigh up fairness to all parties, taking into account the need to avoid undue delay and prejudice to either party’s case. If the postponement is on medical grounds, including mental illness, expert evidence must be submitted promptly, explaining the diagnosis, prognosis and precisely why the party is unfit to attend. However, as this case illustrates, even where a party produces clear medical evidence that they are not fit enough to participate in a scheduled hearing, they are not automatically entitled to a postponement, as Tribunals are not obliged to defer uncritically to the clinician’s view.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10573,972,'insight_modules_0_text_para','In the recent case of Gallagher v McKinnnon’s Auto and Tyres Limited, the Employment Appeal Tribunal (EAT) had to consider whether the employer’s conduct during pre-termination settlement negotiations amounted to exertion of undue pressure. If so, evidence of those negotiations would be admissible as evidence in the employee’s unfair dismissal hearing.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10577,972,'insight_modules_1_text_general','There are two main circumstances when details of pre-termination negotiations cannot be used as evidence in subsequent Tribunal proceedings: where the conversation is protected under section 111A of the Employment Rights Act 1996 (ERA) and where the negotiations are ‘without prejudice’.\r\n\r\nNegotiations can only be ‘without prejudice’ where an existing employment dispute is being settled. On the other hand, section 111A only applies to pre-termination negotiations relating to ordinary unfair dismissal. This means that negotiations in the latter scenario would be admissible in evidence where the subsequent claim relates to an automatically unfair reason for dismissal, discrimination, or breach of contract. Evidence of a protected conversation may also be admitted by a Tribunal if the employer has behaved improperly. Although the ERA does not specify what constitutes improper behaviour, the examples of undue pressure, harassment and victimisation are included in the statutory Acas Code of Practice on Settlement Agreements. The Code states that undue pressure could include failing to give an employee reasonable time to consider a settlement offer or stating, before disciplinary proceedings have started, that the employee will be dismissed if they reject a proposal.\r\n\r\nMr Gallagher was employed by McKinnon’s Auto and Tyres Limited as a branch manager. During his two months’ sickness absence, the company found that his role could be covered by two directors. At his return-to-work meeting, he was therefore offered an exit package which included an enhanced redundancy payment of £10,000. Mr Gallagher was informed that if he accepted the offer, the parties would sign a settlement agreement, but that if he rejected it, the company would go through a redundancy procedure with him. He was given 48 hours to consider this proposal in principle. A further meeting was then held with him to discuss his redundancy and the possibility of alternative employment. He did not accept the settlement offer and was dismissed by reason of redundancy.\r\n\r\nMr Gallagher brought an unfair dismissal claim in the Employment Tribunal and tried to rely on the pre-termination discussions as evidence of unfairness. The ‘without prejudice’ principle did not apply because there was no actual or contemplated legal dispute at the time of those discussions. The company argued, however, that the negotiations were inadmissible under section 111A of the ERA. Mr Gallagher claimed that this did not apply because the company had acted improperly by misrepresenting the meeting as a return-to-work interview, saying that he would be dismissed if he rejected the offer, and putting undue pressure on him to accept the offer within 48 hours.\r\n\r\nAt a preliminary hearing to determine this issue, the Tribunal held that the return to work meeting qualified as a protected conversation and that there had been no undue pressure on Mr Gallagher.\r\n\r\nThe EAT has now dismissed Mr Gallagher’s appeal, confirming that the company’s actions did not amount to improper behaviour for the purposes of section 111A. Although it was not ideal for redundancy to be raised at Mr Gallagher’s return to work meeting, which had clearly shocked him, the EAT confirmed that this did not amount to impropriety. In addition, it noted that the 48-hour time limit was reasonable for him to consider the initial proposal. If he had accepted the redundancy package, he would have been given a further period to consider a written settlement agreement. The EAT also concluded that Mr Gallagher had not been told he would be dismissed if he rejected the offer, only that a redundancy process would commence, including looking at alternative roles.\r\n\r\nThis ruling means that evidence of the fact and content of the pre-termination negotiations will not be admissible at the full, final hearing of Mr Gallagher’s unfair dismissal claim.\r\n\r\nIn order to avoid the costs and risks of tribunal proceedings, employers often consider offering a settlement package at an early stage of any process which could end in termination of employment, such as redundancy, disciplinary or capability procedures. This decision provides welcome clarification that Tribunals are likely to apply a high bar when assessing whether there has been improper behaviour or undue pressure in relation to those settlement negotiations. The Acas Code of Practice on Settlement Agreements states that a minimum period of ten days should be given to employees to enable them to consider a written settlement agreement. In this case, the employer was able to show that the 48-hour limit only applied to its verbal offer and was reasonable in the circumstances. However, it is important to note that each case will be decided on its own facts and circumstances. Employers can minimise the legal risks by conducting negotiations in good faith, ensuring that no improper threats are made as regards dismissal, and allowing sufficient time for employees to consider an offer and take advice.');
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Although the ERA does not specify what constitutes improper behaviour, the examples of undue pressure, harassment and victimisation are included in the statutory Acas Code of Practice on Settlement Agreements. The Code states that undue pressure could include failing to give an employee reasonable time to consider a settlement offer or stating, before disciplinary proceedings have started, that the employee will be dismissed if they reject a proposal.\r\n\r\nMr Gallagher was employed by McKinnon’s Auto and Tyres Limited as a branch manager. During his two months’ sickness absence, the company found that his role could be covered by two directors. At his return-to-work meeting, he was therefore offered an exit package which included an enhanced redundancy payment of £10,000. Mr Gallagher was informed that if he accepted the offer, the parties would sign a settlement agreement, but that if he rejected it, the company would go through a redundancy procedure with him. He was given 48 hours to consider this proposal in principle. A further meeting was then held with him to discuss his redundancy and the possibility of alternative employment. He did not accept the settlement offer and was dismissed by reason of redundancy.\r\n\r\nMr Gallagher brought an unfair dismissal claim in the Employment Tribunal and tried to rely on the pre-termination discussions as evidence of unfairness. The ‘without prejudice’ principle did not apply because there was no actual or contemplated legal dispute at the time of those discussions. The company argued, however, that the negotiations were inadmissible under section 111A of the ERA. Mr Gallagher claimed that this did not apply because the company had acted improperly by misrepresenting the meeting as a return-to-work interview, saying that he would be dismissed if he rejected the offer, and putting undue pressure on him to accept the offer within 48 hours.\r\n\r\nAt a preliminary hearing to determine this issue, the Tribunal held that the return to work meeting qualified as a protected conversation and that there had been no undue pressure on Mr Gallagher.\r\n\r\nThe EAT has now dismissed Mr Gallagher’s appeal, confirming that the company’s actions did not amount to improper behaviour for the purposes of section 111A. Although it was not ideal for redundancy to be raised at Mr Gallagher’s return to work meeting, which had clearly shocked him, the EAT confirmed that this did not amount to impropriety. In addition, it noted that the 48-hour time limit was reasonable for him to consider the initial proposal. If he had accepted the redundancy package, he would have been given a further period to consider a written settlement agreement. The EAT also concluded that Mr Gallagher had not been told he would be dismissed if he rejected the offer, only that a redundancy process would commence, including looking at alternative roles.\r\n\r\nThis ruling means that evidence of the fact and content of the pre-termination negotiations will not be admissible at the full, final hearing of Mr Gallagher’s unfair dismissal claim.\r\n\r\nIn order to avoid the costs and risks of tribunal proceedings, employers often consider offering a settlement package at an early stage of any process which could end in termination of employment, such as redundancy, disciplinary or capability procedures. This decision provides welcome clarification that Tribunals are likely to apply a high bar when assessing whether there has been improper behaviour or undue pressure in relation to those settlement negotiations. The Acas Code of Practice on Settlement Agreements states that a minimum period of ten days should be given to employees to enable them to consider a written settlement agreement. In this case, the employer was able to show that the 48-hour limit only applied to its verbal offer and was reasonable in the circumstances. However, it is important to note that each case will be decided on its own facts and circumstances. Employers can minimise the legal risks by conducting negotiations in good faith, ensuring that no improper threats are made as regards dismissal, and allowing sufficient time for employees to consider an offer and take advice.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10630,977,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Ms Kaler was dismissed from her position as a school assistant vice principal for sending multiple abusive, threatening and harassing emails. She argued that her conduct arose as a consequence of her disability, Autistic Spectrum Disorder (ASD), and brought various Tribunal claims as a litigant-in-person, including a claim for discrimination arising from disability.</p>\r\nMs Kaler’s claim was listed for a five-day remote hearing. She gave evidence during the first three days. Over the intervening weekend, she applied for a postponement of the remainder of the hearing on the basis that she was too unwell to continue. Having initially refused an adjournment, the Tribunal did then adjourn on the next day of the hearing when an ambulance had to be called because Ms Kaler was experiencing a panic attack. However, her further request for a postponement was refused because of insufficient medical evidence, the prejudice caused to the employer and its witnesses by any further delay, and concerns that she could experience similar health issues again. The hearing was concluded in Ms Kaler’s absence, and her claims were dismissed.\r\n\r\nOn appeal, Ms Kaler argued that the Tribunal’s decision to refuse a postponement was perverse. However, the EAT agreed with the Tribunal’s reasoning. Her medical evidence (a GP’s letter) lacked sufficient detail to justify a postponement, and there was nothing to indicate that the pressures of a resumed hearing would not have the same effect on her. The EAT noted that Tribunals are not bound to accept medical opinions without question, particularly where prognosis or recovery is uncertain. It also agreed that postponement would impact the employer’s right to a fair trial within a reasonable period of time since it was nearly four years since her employment had ended.\r\n\r\nThe EAT also rejected Ms Kaler’s appeal against the dismissal of her claims. Her conduct did not arise in consequence of her ASD, and even if it had, dismissal was justified and proportionate given the serious content of her emails, their wide circulation, the impact on her colleagues and her refusal to stop sending them.\r\n\r\nIt is difficult to overturn decisions on postponement since they can only be challenged on perversity grounds. Assessing an application for postponement is a delicate balancing exercise. Tribunals will have to weigh up fairness to all parties, taking into account the need to avoid undue delay and prejudice to either party’s case. If the postponement is on medical grounds, including mental illness, expert evidence must be submitted promptly, explaining the diagnosis, prognosis and precisely why the party is unfit to attend. However, as this case illustrates, even where a party produces clear medical evidence that they are not fit enough to participate in a scheduled hearing, they are not automatically entitled to a postponement, as Tribunals are not obliged to defer uncritically to the clinician’s view.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10660,980,'insight_modules_0_text_para','In the recent case of Gallagher v McKinnnon’s Auto and Tyres Limited, the Employment Appeal Tribunal (EAT) had to consider whether the employer’s conduct during pre-termination settlement negotiations amounted to exertion of undue pressure. If so, evidence of those negotiations would be admissible as evidence in the employee’s unfair dismissal hearing.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10664,980,'insight_modules_1_text_general','There are two main circumstances when details of pre-termination negotiations cannot be used as evidence in subsequent Tribunal proceedings: where the conversation is protected under section 111A of the Employment Rights Act 1996 (ERA) and where the negotiations are ‘without prejudice’.\r\n\r\nNegotiations can only be ‘without prejudice’ where an existing employment dispute is being settled. On the other hand, section 111A only applies to pre-termination negotiations relating to ordinary unfair dismissal. This means that negotiations in the latter scenario would be admissible in evidence where the subsequent claim relates to an automatically unfair reason for dismissal, discrimination, or breach of contract. Evidence of a protected conversation may also be admitted by a Tribunal if the employer has behaved improperly. Although the ERA does not specify what constitutes improper behaviour, the examples of undue pressure, harassment and victimisation are included in the statutory Acas Code of Practice on Settlement Agreements. The Code states that undue pressure could include failing to give an employee reasonable time to consider a settlement offer or stating, before disciplinary proceedings have started, that the employee will be dismissed if they reject a proposal.\r\n\r\nMr Gallagher was employed by McKinnon’s Auto and Tyres Limited as a branch manager. During his two months’ sickness absence, the company found that his role could be covered by two directors. At his return-to-work meeting, he was therefore offered an exit package which included an enhanced redundancy payment of £10,000. Mr Gallagher was informed that if he accepted the offer, the parties would sign a settlement agreement, but that if he rejected it, the company would go through a redundancy procedure with him. He was given 48 hours to consider this proposal in principle. A further meeting was then held with him to discuss his redundancy and the possibility of alternative employment. He did not accept the settlement offer and was dismissed by reason of redundancy.\r\n\r\nMr Gallagher brought an unfair dismissal claim in the Employment Tribunal and tried to rely on the pre-termination discussions as evidence of unfairness. The ‘without prejudice’ principle did not apply because there was no actual or contemplated legal dispute at the time of those discussions. The company argued, however, that the negotiations were inadmissible under section 111A of the ERA. Mr Gallagher claimed that this did not apply because the company had acted improperly by misrepresenting the meeting as a return-to-work interview, saying that he would be dismissed if he rejected the offer, and putting undue pressure on him to accept the offer within 48 hours.\r\n\r\nAt a preliminary hearing to determine this issue, the Tribunal held that the return to work meeting qualified as a protected conversation and that there had been no undue pressure on Mr Gallagher.\r\n\r\nThe EAT has now dismissed Mr Gallagher’s appeal, confirming that the company’s actions did not amount to improper behaviour for the purposes of section 111A. Although it was not ideal for redundancy to be raised at Mr Gallagher’s return to work meeting, which had clearly shocked him, the EAT confirmed that this did not amount to impropriety. In addition, it noted that the 48-hour time limit was reasonable for him to consider the initial proposal. If he had accepted the redundancy package, he would have been given a further period to consider a written settlement agreement. The EAT also concluded that Mr Gallagher had not been told he would be dismissed if he rejected the offer, only that a redundancy process would commence, including looking at alternative roles.\r\n\r\nThis ruling means that evidence of the fact and content of the pre-termination negotiations will not be admissible at the full, final hearing of Mr Gallagher’s unfair dismissal claim.\r\n\r\nIn order to avoid the costs and risks of tribunal proceedings, employers often consider offering a settlement package at an early stage of any process which could end in termination of employment, such as redundancy, disciplinary or capability procedures. This decision provides welcome clarification that Tribunals are likely to apply a high bar when assessing whether there has been improper behaviour or undue pressure in relation to those settlement negotiations. The Acas Code of Practice on Settlement Agreements states that a minimum period of ten days should be given to employees to enable them to consider a written settlement agreement. In this case, the employer was able to show that the 48-hour limit only applied to its verbal offer and was reasonable in the circumstances. However, it is important to note that each case will be decided on its own facts and circumstances. Employers can minimise the legal risks by conducting negotiations in good faith, ensuring that no improper threats are made as regards dismissal, and allowing sufficient time for employees to consider an offer and take advice.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10682,981,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Ms Kaler was dismissed from her position as a school assistant vice principal for sending multiple abusive, threatening and harassing emails. She argued that her conduct arose as a consequence of her disability, Autistic Spectrum Disorder (ASD), and brought various Tribunal claims as a litigant-in-person, including a claim for discrimination arising from disability.</p>\r\nMs Kaler’s claim was listed for a five-day remote hearing. She gave evidence during the first three days. Over the intervening weekend, she applied for a postponement of the remainder of the hearing on the basis that she was too unwell to continue. Having initially refused an adjournment, the Tribunal did then adjourn on the next day of the hearing when an ambulance had to be called because Ms Kaler was experiencing a panic attack. However, her further request for a postponement was refused because of insufficient medical evidence, the prejudice caused to the employer and its witnesses by any further delay, and concerns that she could experience similar health issues again. The hearing was concluded in Ms Kaler’s absence, and her claims were dismissed.\r\n\r\nOn appeal, Ms Kaler argued that the Tribunal’s decision to refuse a postponement was perverse. However, the EAT agreed with the Tribunal’s reasoning. Her medical evidence (a GP’s letter) lacked sufficient detail to justify a postponement, and there was nothing to indicate that the pressures of a resumed hearing would not have the same effect on her. The EAT noted that Tribunals are not bound to accept medical opinions without question, particularly where prognosis or recovery is uncertain. It also agreed that postponement would impact the employer’s right to a fair trial within a reasonable period of time since it was nearly four years since her employment had ended.\r\n\r\nThe EAT also rejected Ms Kaler’s appeal against the dismissal of her claims. Her conduct did not arise in consequence of her ASD, and even if it had, dismissal was justified and proportionate given the serious content of her emails, their wide circulation, the impact on her colleagues and her refusal to stop sending them.\r\n\r\nIt is difficult to overturn decisions on postponement since they can only be challenged on perversity grounds. Assessing an application for postponement is a delicate balancing exercise. Tribunals will have to weigh up fairness to all parties, taking into account the need to avoid undue delay and prejudice to either party’s case. If the postponement is on medical grounds, including mental illness, expert evidence must be submitted promptly, explaining the diagnosis, prognosis and precisely why the party is unfit to attend. However, as this case illustrates, even where a party produces clear medical evidence that they are not fit enough to participate in a scheduled hearing, they are not automatically entitled to a postponement, as Tribunals are not obliged to defer uncritically to the clinician’s view.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10707,985,'insight_modules_0_text_general','An individual, personal representatives, or trustees can pay inheritance tax (IHT) liabilities under the Acceptance in Lieu (AIL) scheme by deciding to offer an object, land, or building to the nation. The offer must match a specific criteria to be considered.\r\n\r\nIn a Q&amp;A session for the Financial Times, partner Judith Millar and consultant Susan Johnson discuss what happens once an AIL offer is valued and accepted.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10853,997,'insight_modules_0_heading_title','The Bill and the amendments');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10855,997,'insight_modules_0_text_general','The <a href=\"https://www.gov.uk/government/publications/data-use-and-access-bill-factsheets/data-use-and-access-bill-factsheet-growing-the-economy\">Data (Use and Access) Bill</a> (the Bill) proposes several reforms to how personal and business data can be used. Despite the obvious overlap between data and copyright law in the context of AI models, it is not a stated aim of the Bill to address this intersection. Nonetheless, at this key stage in the Bill’s reading, several amendments have been tabled by the crossbench peer Baroness Kidron that would require the government to implement a new regime that would apply to operators of internet scrapers and general-purpose AI models. Legislation created under the Bill (if enacted) would require such operators to:\r\n<ol>\r\n 	<li style=\"color: black;\"><a href=\"https://bills.parliament.uk/bills/3825/stages/19280/amendments/10016157\" target=\"_blank\" rel=\"noopener\">Comply with UK copyright law, and to abide by a set of procedures</a>;</li>\r\n 	<li style=\"color: black;\"><a href=\"https://bills.parliament.uk/bills/3825/stages/19280/amendments/10016161\" target=\"_blank\" rel=\"noopener\">Be transparent about the identity and purpose of their crawlers; operate distinct crawlers for different purposes; and not penalise copyright holders who choose to deny scraping for AI by downranking their content in, or removing their content from, a search engine</a>; and</li>\r\n 	<li style=\"color: black;\"><a href=\"https://bills.parliament.uk/bills/3825/stages/19280/amendments/10016160\" target=\"_blank\" rel=\"noopener\">Be transparent about the copyrighted works they have scraped, allowing copyright holders to understand when their work has been scraped.</a></li>\r\n</ol>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10859,997,'insight_modules_1_heading_title','Practical implications and possible consequences');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10861,997,'insight_modules_1_text_general','The scope of the amendments goes much further than anything we have seen to date in terms of protecting rightsholders from unlawful scraping and web crawling. Regulations created under the Bill would apply at each stage of when AI models may be fed data, namely in pre-training, fine tuning, grounding and retrieval-augmented generation. For operators and developers of AI models, the proposed amendments will undoubtedly be seen as restrictive and anti-innovation.\r\n\r\nIt is noteworthy that any regulations made under the first proposed amendment may be applied extra-territorially with any operator that markets their AI models in the UK being in scope. This amendment is also interesting in the context of any confirmation that may come from civil decisions in respect of the application of the Copyright, Designs and Patents Act 1988 (CDPA). The government would be able to act quickly and make provisions clarifying the steps the operators of web crawlers and AI models must take to comply with United Kingdom copyright law. This would be particularly relevant if the claim brought by <a href=\"https://www.bbc.co.uk/news/technology-64285227\" target=\"_blank\" rel=\"noopener\">Getty Images against Stability AI </a>were to be decided in Getty’s favour.\r\n\r\nAlso of note, the last proposed amendment would in effect require operators of AI models to maintain a register of source data that must be accessible to the copyright holder upon request. This amendment is surely an attempt to address the evidential difficulties that currently exist for rightsholders when it comes to establishing copyright infringement against the operators and developers of AI models.\r\n\r\nThe Lords may ultimately decide that the Bill is not the proper legislative vehicle in which to include such bold measures. The government has promised an AI Bill, which would seem the more obvious fit. However, there is a feeling that too much weight has been placed on the AI Bill, which may come too late for rightsholders. The fact that the technology is outpacing legislation may be a motivation behind the proposed amendments. In any event, these are noteworthy proposals demonstrating the influence of the rightsholders’ lobby in the debate.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10892,998,'insight_modules_1_text_general','We have previously reported on the challenge by Transport Action Network to the granting of the A66 Northern Trans-Pennine DCO. The hearing was on 23 October 2024 and the judge gave the judgment orally a mere two days later on 25 October 2024; it has taken since then to get hold of a copy of the judgment.\r\n\r\nThe first ground was on habitats, where socio-economic impacts were allegedly wrongly categorised as health impacts, and how did impacts on human health weigh neutrally in the planning balance in the decision letter and yet be enough to be imperative reasons of overriding public importance? The judge considered that enough attention was given to human health in the IROPI context and that it was not irrational to conclude that the test was met.\r\n\r\nThe second ground was on the impact on the North Pennines Area of Outstanding Natural Beauty – DCO applications that cause harm to AONBs should be refused unless there are exceptional circumstances and where consent is in the public interest. The judge said that the test was met and the precise words needn’t be used ‘like an incantation’. The impact on the AONB was in fact concluded to become acceptable over time. The new duties to ‘seek to further the purposes’ of National Parks and AONBs in s11A of the National Parks and Access to the Countryside Act 1949 and s85 of the Countryside and Rights of Way Act 2000, respectively, are the new battleground.\r\n\r\nThe third ground was essentially that the DCO should have been refused because the benefit-cost ratio was less than one. The judge decided it was not irrational for the Secretary of State to give consent, saying as he did that there were qualitative benefits that could not be monetised.\r\n\r\nThe fourth ground was the same as the single ground that was unsuccessful in the challenge to the A38 Derby Junctions DCO decision, namely that the decision was unlawfully based on an out-of-date economic assessment. The judge said that although the A38 case had been appealed to the Court of Appeal, he nevertheless had confidence in his judgment on the point. That permission has been denied, and so this ground is dropped from the claimant’s appeal to the Court of Appeal.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10896,998,'insight_modules_2_heading_title','Keeping up with the Joneses');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10898,998,'insight_modules_2_text_general','Not to be outdone by the consultation on infrastructure planning in Wales (closing date 13 December 2024) there is a consultation in Scotland about introducing several Planning Act 2008-like measures.\r\n\r\nIn Scotland there is not an equivalent to the Planning Act 2008, and for electricity generation and power lines, the Electricity Act 1989 is used, whatever the size of the project. The (Scottish and UK) government have issued a consultation on making improvements to the process (so just for those two types of infrastructure rather than more generally). This one closes on 29 November 2024, it was only 28 days.\r\n\r\nAlthough the consultation proposes changes to make the process more similar to the Planning Act regime, there are several differences, highlighted below.\r\n\r\nMandatory pre-application consultation is proposed to be introduced, explicitly based on the Planning Act 2008. Accompanying the consultation must be a ‘Preliminary Information Report’, the equivalent of a preliminary environmental information report. The consultees are to be agreed with the Scottish Government rather than being a fixed list (which will presumably add a bit of time). A Statement of Community Consultation is to be sent to the local authority for comments, but these are made to the Scottish Government rather than the prospective applicant, and it is the Scottish Government who then decides what changes should be made (for offshore projects this would only apply to any onshore elements). The consultation is required to include at least two public events (it later suggests exactly two), as well as a website, email and postal address. There is a question as to whether two stages of consultation should be held for electric line projects. A Pre-Application Consultation Report is submitted with the application, equivalent to a Consultation Report. Of course everything is going to get a slightly different name.\r\n\r\nThere is to be an acceptance stage, but the only reason for rejection is inadequate consultation rather than the standard of the application documents, although the document later says an application can be rejected if not all the required documents are submitted. It doesn’t say how long this stage is proposed to take. The list of application documents under the Electricity Act 1989 is greater for electric lines than generating stations. It is proposed to harmonise these and supplement them with a detailed plan, the pre-application consultation report, a statement of alternatives considered, a statement on benefits and needs, and a statement of all the components requiring consent. This appears a lot lighter touch than for a DCO.\r\n\r\nPost-application, the Scottish Government will invite representations rather than the applicant. The consultation suggests that the government be able to set time limits for each stage, rather than having these set in advance (which isn’t great for certainty). It also suggests more strategic engagement with statutory bodies, including a forum, a framework, and additional funding, which sounds a good move.\r\n\r\nOn amendments to applications during their consideration, it is merely proposed that a point be declared after which amendments are no longer permitted. They must already not be substantial. For examination generally, the consultation proposes that only if a local authority objects, a reporter is appointed who may have a site inspection, request written information, and/or hold a hearing or public inquiry. There could also be a pre-examination (procedural) meeting. Seem familiar? There is a proposal to introduce fees for applications for ‘necessary wayleaves’ for electric lines, currently free.\r\n\r\nFor post-decision changes, the consultation says that the process for electric line variations is vaguer than for generating stations and suggests making the former clearer. The consultation also proposes that the Scottish Government can propose variations where there has been a change in environmental circumstances, technology, or to correct errors. On legal challenges, it is proposed to unify the currently differing process and timescales to allow a statutory appeal within six weeks. This is narrower than a simple rehearing of the case; it must be that the decision is not within the powers of the Scottish Ministers or one or more relevant requirements have not been complied with.\r\n\r\nThe consultation suggests that any changed process will even apply to applications that are in progress, from the point they have reached onwards. What could possibly go wrong with that? There are some interesting questions, such as whether you agree that these proposals will ‘increase the speed of the end-to-end project planning process overall’ (I think this should extend beyond the planning process), and how many people in your organisation will need to familiarise themselves with any change in process.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10914,999,'insight_modules_0_text_para','<strong>The law firm Broadfield has advised on the historic reopening of the Northumberland rail line.</strong>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10918,999,'insight_modules_1_text_general','Closed in 1964 as part of the Beeching rail cuts, the Northumberland line reopened on 15 December 2024 connecting Newcastle and Ashington. The project involved the reopening of an 18-mile section of the line and the construction of six rail stations.\r\n\r\nA team of specialist property, planning, and infrastructure lawyers at Broadfield advised the project promoters, Northumberland County Council, on the project.\r\n\r\nThe team of seven lawyers provided advice on planning and consenting matters and on the compulsory purchase of land surrounding the station sites, lease agreements, and transfers of the stations to Network Rail.\r\n\r\nThe project was supported by several key partners, including the Department for Transport (DfT), Transport for the North (TfN), Nexus and Northern Trains Limited, North Tyneside Council, North of Tyne Combined Authority, and Newcastle City Council.\r\n\r\nThe <a href=\"https://www.northumberland.gov.uk/News/2024/Dec/Opening-date-announced-for-Northumberland-Line.aspx\" target=\"_blank\" rel=\"noopener\">NCC</a> said,');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10924,999,'insight_modules_2_quote_text','‘The Northumberland Line is a truly ground-breaking project of national importance that has been talked about almost since the line was closed for passengers over 60 years ago. (…) It’s entirely down to the hard work and dedication of all the people and organisations working on this hugely ambitious and complex scheme that we’re now just days away from opening.’');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10932,999,'insight_modules_3_text_general','Broadfield has considerable experience in delivering rail and other transport infrastructure schemes, having advised on the Northern Line extension to Battersea Power Station, the new overground rail link to Barking Riverside, Transport for Greater Manchester, and National Highways.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10940,1000,'insight_modules_0_text_para','The government has launched a new consultation on EPCs for domestic and non-domestic premises as part of its goal to enhance building standards and reach net-zero emissions by 2050. This reinforces the governments commitment to environmental sustainability and recognises concerns about energy-inefficient buildings.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10944,1000,'insight_modules_1_text_general','Unfortunately, what it doesn’t cover are any changes to EPC ratings for the Minimum Energy Efficiency Standards (MEES). MEES currently require a minimum rating of \'E\' for private lettings of both commercial and residential property.\r\n\r\nThe previous government proposed an ambitious increase in the minimum rating for rented commercial property from rating \'E\' to \'B\' by 2030. However, the result of the 2021 consultation, which asked important questions about how to implement this increase, is still outstanding.\r\n\r\nThe current government is yet to announce its plans on whether this change will be brought into effect. Presumably, timings will have to be scaled back for the proposals to require B ratings for leased commercial property, as the first compliance window suggested in the 2021 consultation was due to kick off on 1 April 2025.\r\n\r\nPoints of interest in the current consultation:\r\n<ul>\r\n 	<li>widening the calculation metrics for EPCs to add energy use, fabric performance, heating system and smart technology to the current carbon only metric</li>\r\n 	<li>reducing the validity period for EPCs from 10 years to anything from two to seven years</li>\r\n 	<li>requiring an EPC at point of marketing let premises, removing the 28 day grace period</li>\r\n 	<li>requiring a valid EPC for the whole term</li>\r\n 	<li>requiring renewal of EPC on its expiry removing current uncertainty over EPC requirements for lease renewals</li>\r\n 	<li>requiring all \'heritage buildings\' to have EPCs ending uncertainty over listed buildings</li>\r\n 	<li>improving quality of EPC assessors by overhauling training and introducing CPD requirements</li>\r\n 	<li>general initiatives to improve compliance and an increase in penalties.</li>\r\n</ul>\r\nViews are welcomed with <a href=\"https://consult.communities.gov.uk/energy-performance-of-buildings/consultation-on-reforms-to-epb/\" target=\"_blank\" rel=\"noopener\">responses requested</a> by 26 February 2025.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10964,1002,'insight_modules_0_text_para','The Renters’ Rights Bill (the Bill) will have major implications for landlords and tenants of residential property. It is currently at the report stage, meaning there is one more reading in the Commons before the Bill starts its journey in the Lords. This reading is due to take place in mid-January 2025. Although there has been no official confirmation, the government previously indicated that the Bill will become law by Summer 2025.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10968,1002,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Under the Bill, Assured Shorthold Tenancies (ASTs) will cease to exist and anything purporting to create a tenancy for longer than a 28-day period will not be legally enforceable. All tenancies will become periodic with the tenant permitted to end the tenancy at any time with 2 months’ notice, meaning that tenants will no longer be tied to a fixed period (typically six to twelve months).</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10972,1002,'insight_modules_2_heading_title','Abolition of No-Fault Eviction (s21 Housing Act 1988)');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10974,1002,'insight_modules_2_text_general','At present, section 21 of the Housing Act 1988 allows a landlord to end an AST without a reason, a so-called \'no-fault eviction\'. This will no longer be an option available following the Bill. Unless a s21 notice has been served before the Bill comes into force, this right will be lost overnight.\r\n\r\nThe Bill retains various grounds upon which a landlord can obtain possession of the property, some mandatory, others discretionary. Landlords should note, however, that several of these grounds require a longer notice period than the two months required under s21. There are also new grounds for possession, including for occupation or sale, that cannot be used within the first 12 months of a tenancy, creating a 12-month protected period for tenants but not for landlords.\r\n\r\nCurrently, if a tenant does not vacate the property after a s21 notice has expired, landlords can use an accelerated court procedure to obtain possession, meaning that the court can make a possession order without a court hearing. Under the Bill, if the tenant does not vacate after a notice of possession has been served, then the court will fix a hearing before it grants a possession order; this is likely to mean that it will take a lot longer for landlords to obtain a possession order, and they will need to prove in all cases that they satisfy the grounds for possession set out in the notice.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10978,1002,'insight_modules_3_heading_title','Transitional Period');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10980,1002,'insight_modules_3_text_general','The Bill includes a period of transition for landlords that have already served a s21 notice before the \'Commencement Date\'. This date has yet to be confirmed, but this could be the date when the Bill receives Royal Assent in the law-making process.\r\n\r\nUnder the transitional period, landlords that have served a s21 notice will have, at most, 3 months from the Commencement Date to begin possession proceedings at court; it might be less depending on when the notice was served. This means the court proceedings need to be drafted, submitted, and issued by the court to avoid being time barred. As currently drafted, it is suggested that it may not be enough to send the proceedings to the court but rather they need to have been accepted and processed by the court.\r\n\r\nGiven the limited window of time in which landlords that have served s21 notices will have to commence possession proceedings once the Bill comes into force, we expect there to be an increase in the volume of new claims within that three month period. The court system is already experiencing lengthy delays in processing new claims and will come under additional strain once the Bill passes.\r\n\r\nShould a landlord have already served a s21 notice, it would be advisable to commence proceedings as soon as they are able in order to ensure that the court processes their claim within the transitional period. Any landlords who are contemplating serving a s21 notice should ensure they do so in good time before the Bill comes into force to avoid losing the right to do so.\r\n\r\nTiming is everything, and our property litigation specialists are on hand to provide guidance to landlords on how they can utilise s21 before the Bill becomes law.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10990,1003,'insight_modules_0_text_para','Nuclear projects are subject to a long and arduous process before they can get started on physical development in the UK. In particular, they are required to obtain planning permissions, and environmental permits. One other consent – early on in the process – is obtaining \'regulatory justification\', a topic that has been discussed in the blog on quite a few occasions. We’ve worked with developers in seeking to get over this hurdle.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10994,1003,'insight_modules_1_text_general','Regulatory justification, broadly, is the approval required to show that the benefits of a nuclear technology outweigh the potential impacts on human health. Regulatory Justification is a requirement in the UK under the Justification of Practices Involving Ionising Radiation Regulations 2004, which requires regulatory justification on \'a new class or type of practice\'. This post-dates all the UK’s current reactors, the most recent of which, Sizewell B, was completed in 1995. All currently operating and historic reactors were ‘grandfathered-in’ as existing classes or types of practice of the use of ionising radiation.\r\n\r\nWe, and others (<a href=\"https://www.bdbpitmans.com/news-and-insights/1063-yet-another-failed-legal-challenge-and-dco-delays/\" target=\"_blank\" rel=\"noopener\">see here</a>), have written about how this approval is being used on a technology-by-technology basis, rather than more general purpose as intended. This would mean that each SMR design would need to seek it’s own regulatory justification. We have been given permission to share <a href=\"https://pulsecreative-clients.com/staging/broadfield-law/wp-content/uploads/2025/01/Last-Energy-UK-Ltd-Opinion-31.10.24.pdf\" target=\"_blank\" rel=\"noopener\">this legal opinion</a> which makes clear that an approach which determined all light-water fuelled reactors were justified is lawful and possible. Please do read the whole legal opinion, it’s a great read. In the meantime, a parliamentary question has been asked about effectively taking this approach.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (10998,1003,'insight_modules_2_heading_title','Racing to 150');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11000,1003,'insight_modules_2_text_general','The government has announced that it has a target of fast-tracking the determination of 150 DCOs over the course of this parliament. You might want to underline the word \'determination\' (not \'granting\') in that sentence, but the drive is clear: the Prime Minister wants to send \'a very clear message to the nimbys, the regulators, the blockers and bureaucrats\'. The total number of DCOs granted since the regime came into force (15 years ago or so) is approximately 140, 10 below the target over the course of the coming five years.\r\n\r\nThe other interesting phrase the Prime Minister used was \'fast-tracking\', but it does not appear that many developers are taking up the (formally defined, new) fast-track route. How could this target be met? There are currently 36 applications in the post-acceptance stage. As far as the official record is concerned, there are 46 applications at the pre-application stage (though that includes some zombie projects). Together, those would constitute just half of the target, but getting the other half to come forward – noting the requirements for pre-application consultation, EIA production and development, means that it is an ambitious target indeed.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11004,1003,'insight_modules_3_heading_title','A tale of two appeals');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11006,1003,'insight_modules_3_text_general','Whilst we’re waiting for some DCO decisions to be made, two appeal decisions caught my eye. First, an <a href=\"https://assets.publishing.service.gov.uk/media/6752d28020bcf083762a6c99/Recovered_appeal_decision_-_Court_Lane_Industrial_Estate_Court_Lane_Iver_SL0_9HL.pdf\" target=\"_blank\" rel=\"noopener\">appeal</a> where the Inspector and Secretary of State agreed that the proposal for a data centre in Slough would be inappropriate development in the Green Belt. This meant that there was a conflict with the local plan meaning some other material consideration would have to override that conflict, and for the purposes of the NPPF, ‘very special circumstances’ would need to be found. And, bam, they were indeed found: importantly the need for data centres to come forward was a substantial part of that finding (see paragraphs 271 and 272).\r\n\r\nThat is a welcome and stark departure from some of the more recent refusals from last year (see <a href=\"https://www.bdbpitmans.com/news-and-insights/1019-new-environmental-duty-and-no-new-data-centres/\" target=\"_blank\" rel=\"noopener\">here</a>) for a proposal in which very special circumstances were not made out by the need for data centres. Interestingly in the more recent decision, there is also an affirmation that legal costs borne by the council in connection with the development (see paragraphs 252-5 of the Inspector’s Report) should not be paid by the developer. This is an interesting contrast to much of the recent discourse on ensuring cost recovery, and is also to be encouraged.\r\n\r\nThe <a href=\"https://assets.publishing.service.gov.uk/media/674f0bed7cbc7f3d295da963/Land_adjacent_to_HMP_Garth_and_Wymott__Layland__Lancashire__refs_3295556___3_December_2024_.pdf\" target=\"_blank\" rel=\"noopener\">second appeal decision</a> that caught my eye was the Secretary of State overruling an Inspector’s recommendation that a new prison in Lancashire should not be granted planning permission. The key issues in this appeal related to highway traffic and safety impacts. In all the cases, the Secretary of State finds limited harm reinforcing the point that highway impacts have to be really, really bad on an overall scale before they are a basis for refusing planning permission. In this case too, the need for the development (ie, prisons which are nearing 98% capacity nationally) carried the day.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11024,1004,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">Strong corporate transparency is of crucial importance to those undertaking due diligence exercises and making acquisition decisions. Information held by Companies House should be up to date and reliable to ensure these decisions can be made with confidence and certainty.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11028,1004,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">The Economic Crime and Corporate Transparency Act 2023 (‘the Act’), once fully implemented, will make substantial changes to the role of Companies House and its interactions with companies and LLPs. Notably, Companies House will transition from primarily a registrar to a regulatory body, equipped with new powers to fulfill this role. The aim is to improve transparency and provide more accurate and trustworthy registers.</p>\r\nGiven the substantial scope of these changes, they are being implemented gradually over an extended period, with the first changes introduced in March 2024. Further implementation will depend on the availability of Parliamentary time in both Houses and will be regularly monitored, with additional changes anticipated throughout 2025 and 2026.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11032,1004,'insight_modules_2_heading_title','The Registrar’s new objectives');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11034,1004,'insight_modules_2_text_general','<p data-pm-slice=\"1 3 []\">The Act sets out four new objectives (the ‘Objectives’) for the Registrar of Companies (the ‘Registrar’):</p>\r\n\r\n<ul class=\"custom-disc\">\r\n 	<li>to ensure that any person required to deliver documents to the Registrar does so, and that the requirements relating to proper delivery are complied with;</li>\r\n 	<li>to ensure that the register is accurate and contains everything it ought to contain;</li>\r\n 	<li>to ensure that records kept by the Registrar do not create a false or misleading impression to members of the public; and</li>\r\n 	<li>to prevent companies and others from carrying out unlawful activities or facilitating others doing so.</li>\r\n</ul>\r\n<p data-pm-slice=\"1 1 []\">The Objectives informed the changes under the Act, and the Registrar, when exercising its powers, will have these in mind.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11038,1004,'insight_modules_3_heading_title','What are the changes?');
INSERT INTO `Z1EZp7_postmeta` VALUES (11039,1004,'_insight_modules_3_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (11040,1004,'insight_modules_3_text_general','<p data-pm-slice=\"1 1 []\">The first set of changes, introduced in March 2024, aim to ensure the accuracy of both existing and newly submitted information. To achieve this, the Registrar will be able to:</p>\r\n\r\n<ul class=\"custom-disc\">\r\n 	<li>query and remove information already on the register and request verification evidence for any new filings;</li>\r\n 	<li>remove false information from the register; and</li>\r\n 	<li>query and reject company names that seek to mislead the public, facilitate fraud, or give the false impression that the company is connected to a foreign government.</li>\r\n</ul>\r\nFurther changes are expected to become law in the autumn of 2025. These include:\r\n<ul class=\"custom-disc\">\r\n 	<li>compulsory identity verification for new directors and persons with significant control (‘PSCs’); and</li>\r\n 	<li>existing directors and PSCs will be required to verify their identity within a 12-month transition period (this will be conducted through the annual confirmation statement filing).</li>\r\n</ul>\r\nAdditional changes expected in the spring of 2026 include:\r\n<ul class=\"custom-disc\">\r\n 	<li>making identity verification mandatory for presenters when filing any document; and</li>\r\n 	<li>requiring third-party agents filing on behalf of companies to register as an Authorised Corporate Service Provider (‘ACSP’).</li>\r\n</ul>');
INSERT INTO `Z1EZp7_postmeta` VALUES (11041,1004,'_insight_modules_3_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (11042,1004,'insight_modules_4_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (11043,1004,'_insight_modules_4_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (11044,1004,'insight_modules_4_heading_title','Looking forward');
INSERT INTO `Z1EZp7_postmeta` VALUES (11045,1004,'_insight_modules_4_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (11046,1004,'insight_modules_4_text_general','<p data-pm-slice=\"1 1 []\">If companies receive a request for further information from the Registrar, it is important these are complied with within the 14-day period. Failure to do so may constitute an offence and result in financial penalties.</p>\r\nThere are understandable concerns over the cost and administrative burden associated with complying with identity verification requirements. However, Companies House has stated that there will be a range of services to support throughout the process. Identification can be verified directly with Companies House or via an ACSP. From 25 February 2025, Trust Company Service Providers and professional service advisers registered for Anti-Money Laundering under supervision in the UK will be able to register as an ACSP and provide verification services for their clients. This offers companies an alternative to reduce the administrative burden.\r\n\r\nDirectors must stay alert to these changes and their implications. If you need help understanding them or ensuring compliance, we are available to assist. We encourage all companies to regularly review their compliance, especially ahead of any anticipated corporate transactions.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11059,1005,'insight_modules_0_heading_title','Consultation launched on Code of Practice for Service Providers, Public Bodies and Associations');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11061,1005,'insight_modules_0_text_general','The Equality and Human Rights Commission (EHRC) has launched a consultation on an updated Code of Practice for Service Providers, Public Bodies and Associations. The Code explains the detailed legal requirements and practical steps in relation to discrimination, harassment, and victimisation and has been updated to reflect significant developments in legislation and case law since it was first published in 2011. It now includes, for example, recent case law on philosophical belief and indirect discrimination, as well as the EHRC’s technical guidance on age discrimination. Feedback on the new Code is being requested to help ensure that it includes all new law and associated impacts, and is sufficiently clear and user-friendly. An online survey to provide feedback will be open until 5:00 PM on 3 January 2025.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11065,1005,'insight_modules_1_heading_title','New guidance published on providing support for disabled workers with hybrid working');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11067,1005,'insight_modules_1_text_general','The EHRC has also published new guidance on supporting disabled workers with hybrid working. This is aimed particularly at small and medium-sized employers. The guidance reminds employers that all legal obligations relating to disabled workers continue to apply when they are working from home and provides practical recommendations for all stages of the employment and recruitment process. Reasonable adjustments, such as digital support, specialist equipment, travel arrangements, or adapted office furniture, should be monitored and reviewed regularly with the employee and reconsidered whenever there is a change in circumstances. The guidance also includes examples of questions to ask employees about their health and potential adjustments, together with useful practical case studies.');
INSERT INTO `Z1EZp7_postmeta` VALUES (11068,1005,'_insight_modules_1_text_general','field_67447fc704d53');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11070,1005,'_insight_modules_2_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (11071,1005,'insight_modules_2_heading_title','Non-statutory guidance for employers on distributing tips fairly');
INSERT INTO `Z1EZp7_postmeta` VALUES (11072,1005,'_insight_modules_2_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (11073,1005,'insight_modules_2_text_general','On 27 September 2024, the government published non-statutory guidance for employers on distributing tips fairly. This coincides with the new legal requirements on tipping and service charges set out in the Employment (Allocation of Tips) Act 2023 and the statutory Code of Practice on Fair and Transparent Distribution of Tips which came into force on 1 October 2024. The non-statutory guidance is aimed at helping employers apply the statutory Code of Practice, which must be taken into account by Employment Tribunals in relevant cases. It is fairly brief and clarifies how to deal with agency workers, confirms that tips cannot be pooled across multiple sites or branches and stresses that all workers involved in directly providing a service to customers must be considered in the distribution of tips. A template tipping policy and tipping record are also provided. Tribunals can order compliance with the legal requirements as well as award compensation of up to £5,000 per worker to compensate for financial loss.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11077,1005,'insight_modules_3_heading_title','New growth and skills levy to replace current apprenticeship levy');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11083,1005,'insight_modules_4_heading_title','Public Authority Algorithmic and Automated Decision-Making Systems Bill introduced');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11085,1005,'insight_modules_4_text_general','A Private Members’ Bill introduced by Lord Clement-Jones into the House of Lords aims to regulate the use of automated and algorithmic systems in decision-making processes in the public sector (Public Authority Algorithmic and Automated Decision-Making Systems Bill). Private Members’ Bills do not usually become law, but often stimulate debate and exert influence on key issues. The Bill would require public authorities to complete an algorithmic impact assessment prior to implementing any new system. This would have to set out relative benefits and risks of the system; the steps being taken to minimise risks; an independent external scrutiny of efficacy and accuracy; and a bias assessment to ensure compliance with the Equality Act 2010 and the Human Rights Act 1998. Public authorities would also be required to complete an algorithmic transparency record providing a detailed explanation of the system, including technical specifications; how it is being used in practice to inform administrative decisions; and how human oversight will work in practice. All AI systems used by a public authority would have to be capable of scrutiny and a public register would have to be kept of decisions made. The Bill would also require the government to establish an independent dispute resolution service for challenging and providing redress for decisions made by AI systems.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11089,1005,'insight_modules_5_heading_title','Fair Reward Framework launched by The High Pay Centre');
INSERT INTO `Z1EZp7_postmeta` VALUES (11090,1005,'_insight_modules_5_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (11091,1005,'insight_modules_5_text_general','The High Pay Centre has collaborated with a number of investors to launch the Fair Reward Framework, a free online tool providing comparison data for the pay policies of FTSE 100 companies. Assessments of 65 companies have already been published, with data on the remaining companies to be available by early 2025. Annual corporate pay policies and practices are assessed using a 30-indicator framework which includes CEO pay awards, pay gaps and ratios, pay scrutiny processes such as worker consultation, the extent of trade union coverage, and the results of recent shareholder AGM votes. Key trends observed in the firms analysed to date include: 40% have disclosed their ethnicity pay gap; only 6% disclosed details of any meaningful consultation with their workforce during executive pay setting; and only 22% provided evidence of the proportion of their workforce covered by trade union membership or a collective bargaining agreement. The Fair Reward Framework anticipates expanding to a wider range of companies, including those from other markets, at a later stage.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11107,1006,'insight_modules_0_text_para','The racing industry leads the way in the largely unregulated world of equestrian sport, particularly when it comes to joint ownership schemes such as syndicates and racing clubs. These schemes are well established in the racing industry, but did you know they are regulated and have specific legal requirements?');
INSERT INTO `Z1EZp7_postmeta` VALUES (11108,1006,'_insight_modules_0_text_para','field_67447fc6f1ab5');
INSERT INTO `Z1EZp7_postmeta` VALUES (11109,1006,'insight_modules_1_add_heading','0');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11111,1006,'insight_modules_1_text_general','Perhaps you are setting up a new scheme or thinking of joining one? Or perhaps you already run a scheme and want to check if you’re up to speed on the legal essentials? Look no further than this handy, bite-sized guide to the legal and regulatory requirements of joint racehorse ownership schemes!');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11115,1006,'insight_modules_2_heading_title','Step 1: Establish whether it is a syndicate or a racing club');
INSERT INTO `Z1EZp7_postmeta` VALUES (11116,1006,'_insight_modules_2_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (11117,1006,'insight_modules_2_text_general','The British Horseracing Authority (BHA) has guidance on each type of scheme, but to an outsider, the distinction may not be immediately obvious. Understanding the distinction is important because the BHA forbids calling a racing club a syndicate, and vice versa. In the simplest of terms, a syndicate is where every single member owns a share in the ownership of a horse (no matter how big or small); a racing club is when the club owns (or leases) the horse, and club members are simply that: members of a club who enjoy certain club benefits, which often include a share in any prize money won by club-owned horses. Racing club members do not own a share in the horse(s).');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11120,1006,'_insight_modules_3_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (11121,1006,'insight_modules_3_heading_title','Step 2: Check the (correct) Code of Conduct and what it requires of you');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11123,1006,'insight_modules_3_text_general','The BHA has a separate code of conduct for each type of scheme. Compliance is mandatory where the syndicator / club manager is paid for their role or the method of attracting participation includes invitations to the public.\r\n\r\nBoth Codes have been updated in recent years. Code requirements mostly apply to syndicators or those who run the racing clubs but there are also provisions in there that affect members, so everyone should be familiar with these regulations. The Codes also come in handy as a first-stage checklist of things to include in the contract between the syndicator (or club manager) and its members.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11127,1006,'insight_modules_4_heading_title','Step 3: Consider whether any special laws apply and how that plays in to the contractual terms');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11129,1006,'insight_modules_4_text_general','Top tip: consumer law will always apply if you are selling shares to people who are acting outside the course of a business. English consumer law contains some strict requirements. For example, if you will be selling / buying shares or membership online, you’ll need to check that you’re complying with all the rules and regulations for online selling to consumers (there are a lot!). Consumer law affects the purchasing process as well as the contract, so you’ll need to be sure you’re compliant at every step. Equally, if you’re advertising, you’ll need to ensure you’re complying with the relevant advertising regulations, and don’t forget about influencer marketing / celebrity endorsement guidelines! In short, it’s a minefield, so buckle up.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11135,1006,'insight_modules_5_text_general','A contract lawyer’s job is to try to foresee what could happen, both good and bad, so let’s examine one possibility from each camp:\r\n<ul>\r\n 	<li>good: imagine the dream scenario where a syndicate horse becomes so successful that it is retired to stud / as a broodmare. What happens to the shares in that horse and how is any revenue to be distributed amongst the syndicator / club manager / members? There are lots of options here, so anyone setting up a syndicate / racing club should consider how to deal with this in the contract with their members.</li>\r\n 	<li>bad: what if a syndicate horse sustains an injury and needs extensive medical treatment? As a syndicator, will you insure the horse? Will you add the members as beneficiaries? You are required to stipulate this in the contract with syndicate members. As a syndicate member, will you insure your share(s)?</li>\r\n</ul>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11139,1006,'insight_modules_6_heading_title','Step 5: Don’t forget about data protection');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11141,1006,'insight_modules_6_text_general','It may sound dull, but ignoring data protection compliance can come at a hefty price, so make sure you don’t!\r\n\r\nIf you have any questions, please contact <a href=\"mailto:oliviamulvany@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Olivia Mulvany</a> who will be able to assist.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11155,1007,'insight_modules_0_text_para','UK consumer law will soon receive a (welcome) overhaul with the introduction of the Digital Markets, Competition and Consumers Act 2024, but how can the upcoming changes benefit the equestrian community?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11159,1007,'insight_modules_1_text_general','Avid equestrians will be familiar with the countless stories of horses being mis-sold as suitable for novices or safe for children when they are nothing of the sort. This results in unsuspecting buyers ending up with unsuitable horses (which have probably cost them a large chunk of their savings) and not much they can do about it. This is scary and upsetting for the new owners but also for the poor horses, who will likely end up getting passed around.\r\n\r\nThere are hundreds of posts on social media where this has happened to somebody who is desperately asking what they can do about it. In the comments section, people usually try to explain how consumer law is supposed to help but in reality, unless the case ends up going to court (and even then, there’s no guarantee of success), these dealers seem to get away with breaching consumer law, time and time again. This is undoubtedly because the current law requires the Competition and Markets Authority or ‘CMA’ (the regulator with powers to enforce consumer law) to take action through the courts, which is difficult, expensive and slow, meaning the CMA will only pursue much higher profile cases');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11163,1007,'insight_modules_2_heading_title','So, what is changing, and will it help?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11165,1007,'insight_modules_2_text_general','From April 2025, new law will grant the CMA direct enforcement powers - meaning it will not have to go through the court to use them - which will not only enable it to impose fines on traders who fail to comply with consumer law, but will also empower it to:\r\n<ul>\r\n 	<li>require traders to provide evidence as to the accuracy of factual claims made in their commercial activity with consumers;</li>\r\n 	<li>issue online notices requiring the take-down of infringing material both by traders and UK-based third parties, such as websites or apps (eg horse sales websites or apps);</li>\r\n 	<li>disable or restrict access to such websites and apps;</li>\r\n 	<li>display a warning to consumers accessing such websites or apps;</li>\r\n 	<li>obtain warrants to enter premises to access documents that are stored remotely; and</li>\r\n 	<li>require traders not only to compensate consumers but to take other remedial steps as well.</li>\r\n</ul>\r\nThe CMA can use these powers against traders in the UK and traders outside the UK who direct their activities to consumers in the UK.\r\n\r\nFrom a horse purchaser’s perspective, these new powers are interesting. A dealer prevented from advertising horses on well-known websites or apps, for example, may lose a significant portion of their advertising reach which could seriously affect their ability to continue trading. Equally, a warning placed on the dealer’s own website would alert potential buyers to look elsewhere. In the context of horses as ‘goods’ (in the eyes of the law), the power to require traders to take remedial steps could extend to obliging dealers to accept the return of a mis-sold horse and provide a refund.\r\n\r\nLet’s not forget that there are good dealers out there who are also negatively affected by the actions of the dishonest ones. Today’s buyers are (sadly but quite rightly) mistrusting of horse dealers, making life much more difficult for those who are conducting genuine and honest business. Hopefully, the CMA’s new enforcement powers will benefit these essential small businesses, as well as the consumers.\r\n\r\nOf course, there is still the risk that a targeted dealer could take steps to avoid sanctions, but the CMAs new powers certainly seem like a step in the right direction, and it will be interesting to see whether they bring about much needed change.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11183,1009,'insight_modules_0_text_para','The law firm Broadfield has strengthened its Dispute Resolution team with the appointment of James Brice.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11185,1009,'insight_modules_1_text_general','James joined the firm on 24 February as a Legal Director from the law firm IBB and previously DAC Beachcroft in London where he was a senior associate.\r\n\r\nHe brings to the firm deep expertise and considerable experience in high-value property damage, construction and insurance policy disputes, across a range of dispute forums and the courts. James will be based in Broadfield’s Reading office working across the firm.\r\n\r\nCommenting on his appointment, James said:');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11586,1034,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">Where the TUPE Regulations apply to the transfer of an undertaking, employees’ contracts of employment will normally transfer automatically to the new employer (the transferee). However, TUPE also gives employees the right to object to the transfer, which will terminate their employment. If the transfer involves a substantial change in employees’ working conditions to their material detriment, they are also entitled to treat their contract as terminated and claim automatically unfair dismissal. The TUPE provisions dealing with these circumstances are complex. This is illustrated by the recent case of London United Busways Ltd v De Marchi, where the EAT had to consider the effect of an employee’s objection to a transfer that would have involved a detrimental change in his working conditions.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11590,1034,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Mr De Marchi was a bus driver working on a route operated by London United Busways Ltd (LUB) out of a garage that was 15 minutes from his home. After a re-tendering exercise, LUB lost the contract for this route to Abellio London Ltd. TUPE applied to the transfer of this contract, meaning that Mr De Marchi’s employment would transfer to Abellio. However, he objected to being transferred because it would involve working out of a different garage over an hour away from his home. His request for redundancy was rejected by LUB because his role still existed, and he was offered three options:</p>\r\n\r\n<ul>\r\n 	<li data-indent=\"1\">Transfer to Abellio under TUPE and move to the new garage, with a significantly longer commute.</li>\r\n 	<li data-indent=\"1\">Object to the transfer and sign a new contract with LUB on amended terms, including a longer maximum duty time.</li>\r\n 	<li data-indent=\"1\">Resign.</li>\r\n</ul>\r\nMr De Marchi did not agree to the amended terms and continued to object to the transfer. Eventually his employment ended. However, there was confusion between LUB and Abellio about his employment status after the transfer, whether he had resigned, been dismissed, or transferred, and who was liable for the termination costs. Mr De Marchi brought unfair dismissal and TUPE-related claims against both companies in the Employment Tribunal.\r\n\r\nA preliminary hearing was held to establish how Mr De Marchi’s employment had ended and whether LUB or Abellio was liable for the termination costs, including any unfair dismissal compensation.\r\n\r\nThe Employment Tribunal held that Mr De Marchi had been dismissed by LUB, which was therefore liable for all termination costs. Appeals by LUB and Mr De Marchi were rejected by the EAT, which has provided useful clarification of how TUPE applies in Mr De Marchi’s situation:\r\n<ul>\r\n 	<li data-indent=\"1\">Where a transfer involves a substantial and materially detrimental change, the employee may choose to treat their contract as having been terminated. This would be a deemed dismissal by the employer, which could be the transferor or the transferee, depending on the timing (Regulation 4(9)). If the employee chooses not to exercise this right, they will transfer, unless they object to the transfer under Regulation 4(7).</li>\r\n 	<li data-indent=\"1\">Where an employee objects to being transferred because it would involve a substantial change in working conditions to their material detriment, the objection prevents their contract from transferring to the transferee (Regulation 4(7)).</li>\r\n 	<li data-indent=\"1\">In these circumstances, the employee’s contract of employment is automatically terminated, and the employee is treated as having been dismissed by the transferor, even though no actual dismissal has occurred (Regulation 4(8)). Any remedy will therefore lie solely against the transferor.</li>\r\n</ul>\r\nIn this case, the EAT held that Mr De Marchi’s objection to the transfer was reasonable given that the potential change in his working conditions was substantial and detrimental. Accordingly, his employment did not transfer to Abellio, and he was treated as having been dismissed by LUB. All termination costs and any compensation payable as a result of his Tribunal claims would therefore be payable by LUB.\r\n\r\nThe EAT’s judgement provides helpful clarification of the effect of an employee’s objection under TUPE where the transfer involves a substantial change in working conditions to their material detriment. An employee who objects in these circumstances does not need to communicate unequivocally that they are treating their contract as terminated. Under TUPE, the act of objecting will terminate the contract, and they will be treated as having been dismissed by the transferor, who will be liable for all dismissal costs. As this case illustrates, this means that even if the transferee is responsible for the substantial and detrimental changes, the transferor is still liable for all costs resulting from an employee’s objection, and the employee has no remedy against the transferee. This situation can be addressed by means of appropriate warranties and indemnities in the commercial agreements, depending on the relative bargaining positions of the parties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11611,1035,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">Where the TUPE Regulations apply to the transfer of an undertaking, employees’ contracts of employment will normally transfer automatically to the new employer (the transferee). However, TUPE also gives employees the right to object to the transfer, which will terminate their employment. If the transfer involves a substantial change in employees’ working conditions to their material detriment, they are also entitled to treat their contract as terminated and claim automatically unfair dismissal. The TUPE provisions dealing with these circumstances are complex. This is illustrated by the recent case of London United Busways Ltd v De Marchi, where the EAT had to consider the effect of an employee’s objection to a transfer that would have involved a detrimental change in his working conditions.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11615,1035,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Mr De Marchi was a bus driver working on a route operated by London United Busways Ltd (LUB) out of a garage that was 15 minutes from his home. After a re-tendering exercise, LUB lost the contract for this route to Abellio London Ltd. TUPE applied to the transfer of this contract, meaning that Mr De Marchi’s employment would transfer to Abellio. However, he objected to being transferred because it would involve working out of a different garage over an hour away from his home. His request for redundancy was rejected by LUB because his role still existed, and he was offered three options:</p>\r\n<p data-indent=\"1\">·      Transfer to Abellio under TUPE and move to the new garage, with a significantly longer commute.</p>\r\n<p data-indent=\"1\">·      Object to the transfer and sign a new contract with LUB on amended terms, including a longer maximum duty time.</p>\r\n<p data-indent=\"1\">·      Resign.</p>\r\nMr De Marchi did not agree to the amended terms and continued to object to the transfer. Eventually his employment ended. However, there was confusion between LUB and Abellio about his employment status after the transfer, whether he had resigned, been dismissed, or transferred, and who was liable for the termination costs. Mr De Marchi brought unfair dismissal and TUPE-related claims against both companies in the Employment Tribunal.\r\n\r\nA preliminary hearing was held to establish how Mr De Marchi’s employment had ended and whether LUB or Abellio was liable for the termination costs, including any unfair dismissal compensation.\r\n\r\nThe Employment Tribunal held that Mr De Marchi had been dismissed by LUB, which was therefore liable for all termination costs. Appeals by LUB and Mr De Marchi were rejected by the EAT, which has provided useful clarification of how TUPE applies in Mr De Marchi’s situation:\r\n<p data-indent=\"1\">·      Where a transfer involves a substantial and materially detrimental change, the employee may choose to treat their contract as having been terminated. This would be a deemed dismissal by the employer, which could be the transferor or the transferee, depending on the timing (Regulation 4(9)). If the employee chooses not to exercise this right, they will transfer, unless they object to the transfer under Regulation 4(7).</p>\r\n<p data-indent=\"1\">·      Where an employee objects to being transferred because it would involve a substantial change in working conditions to their material detriment, the objection prevents their contract from transferring to the transferee (Regulation 4(7)).</p>\r\n<p data-indent=\"1\">·      In these circumstances, the employee’s contract of employment is automatically terminated, and the employee is treated as having been dismissed by the transferor, even though no actual dismissal has occurred (Regulation 4(8)). Any remedy will therefore lie solely against the transferor.</p>\r\nIn this case, the EAT held that Mr De Marchi’s objection to the transfer was reasonable given that the potential change in his working conditions was substantial and detrimental. Accordingly, his employment did not transfer to Abellio, and he was treated as having been dismissed by LUB. All termination costs and any compensation payable as a result of his Tribunal claims would therefore be payable by LUB.\r\n\r\nThe EAT’s judgement provides helpful clarification of the effect of an employee’s objection under TUPE where the transfer involves a substantial change in working conditions to their material detriment. An employee who objects in these circumstances does not need to communicate unequivocally that they are treating their contract as terminated. Under TUPE, the act of objecting will terminate the contract, and they will be treated as having been dismissed by the transferor, who will be liable for all dismissal costs. As this case illustrates, this means that even if the transferee is responsible for the substantial and detrimental changes, the transferor is still liable for all costs resulting from an employee’s objection, and the employee has no remedy against the transferee. This situation can be addressed by means of appropriate warranties and indemnities in the commercial agreements, depending on the relative bargaining positions of the parties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11635,1036,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Harassment is defined in section 26 of the Equality Act as unwanted conduct related to a protected characteristic that has the purpose or effect of violating an individual’s dignity or of creating an intimidating, hostile, degrading, humiliating, or offensive environment for them. Tribunals must take into account the perception of the victim, the other circumstances of the case, and whether it is reasonable for the conduct to have that effect. As this case highlights, the definition of harassment is wider than the test for direct discrimination, which requires treatment ‘because of’ a protected characteristic (rather than ‘related to’).</p>\r\nVictimisation may occur where an employer subjects an employee to a detriment because they have done or may do a protected act such as bringing proceedings under the Equality Act 2010.\r\n\r\nMs Carozzi, a Brazilian national of Jewish ethnic origin, was employed by the University of Hertfordshire in a marketing role but resigned before the end of her probationary period, which had been extended twice. She brought a number of Employment Tribunal claims, including constructive dismissal, race and religious discrimination, harassment, and victimisation.\r\n\r\nAll of Ms Carozzi’s claims were dismissed by the Tribunal. She was given permission to appeal to the EAT, and two grounds of her appeal are of wider interest.\r\n\r\nFirst, Ms Carozzi challenged the Employment Tribunal’s ruling that since comments about her accent were observations about her intelligibility or comprehensibility, rather than being racially motivated, they could not amount to race-related harassment. The EAT upheld this part of her appeal. Harassment can occur under the Equality Act definition even when the harasser is not motivated by a protected characteristic. Accent can be an important part of a person’s national or ethnic identity. It follows that comments about someone’s accent may be related to the protected characteristic of race. Whether or not those comments in fact amount to harassment will depend on whether the other conditions set out in the definition are met, including whether the comments were unwanted and had the purpose or effect of violating dignity or creating an offensive environment.\r\n\r\nSecondly, Ms Carozzi appealed against the Tribunal’s rejection of her claim that the University’s refusal to provide meeting notes amounted to victimisation because it was linked to concerns that she might bring a discrimination claim. The Tribunal had ruled that this was not victimisation because the university would have withheld the notes from an employee who might bring a claim of any type, not just a claim of discrimination. Allowing this ground of appeal, the EAT held that this was the wrong test. The Tribunal should have considered whether the decision not to provide the notes was influenced to a material extent by the fact that a discrimination claim had or might be made. The EAT also disagreed with the Tribunal’s conclusion that the refusal could not amount to a detriment, noting that Ms Carozzi could reasonably view the refusal as a disadvantage.\r\n\r\nMs Carozzi’s harassment and victimisation claims were remitted to a fresh Employment Tribunal for reconsideration of these issues.\r\n\r\nThis case highlights the importance of dealing with grievances and complaints fairly and transparently to minimise the risks of victimisation and discrimination claims. The EAT has also confirmed that there is no requirement in a harassment claim for a ‘mental element’ as there is in a direct discrimination claim. This means that comments about personal attributes may constitute harassment if they are related to a protected characteristic such as race or sex even if there is no discriminatory intent. In order to ensure that all staff understand the wide definition of harassment, it is vital to implement comprehensive equality and diversity policies and to organise regular tailored training. These measures are also necessary to comply with the new duty to take reasonable steps to prevent sexual harassment, which will be extended to ‘all’ reasonable steps when the Employment Rights Bill comes into force in 2026. The Bill will also introduce employers’ liability for third-party harassment in respect of all types of harassment.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11660,1038,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Harassment is defined in section 26 of the Equality Act as unwanted conduct related to a protected characteristic that has the purpose or effect of violating an individual’s dignity or of creating an intimidating, hostile, degrading, humiliating, or offensive environment for them. Tribunals must take into account the perception of the victim, the other circumstances of the case, and whether it is reasonable for the conduct to have that effect. As this case highlights, the definition of harassment is wider than the test for direct discrimination, which requires treatment ‘because of’ a protected characteristic (rather than ‘related to’).</p>\r\nVictimisation may occur where an employer subjects an employee to a detriment because they have done or may do a protected act such as bringing proceedings under the Equality Act 2010.\r\n\r\nMs Carozzi, a Brazilian national of Jewish ethnic origin, was employed by the University of Hertfordshire in a marketing role but resigned before the end of her probationary period, which had been extended twice. She brought a number of Employment Tribunal claims, including constructive dismissal, race and religious discrimination, harassment, and victimisation.\r\n\r\nAll of Ms Carozzi’s claims were dismissed by the Tribunal. She was given permission to appeal to the EAT, and two grounds of her appeal are of wider interest.\r\n\r\nFirst, Ms Carozzi challenged the Employment Tribunal’s ruling that since comments about her accent were observations about her intelligibility or comprehensibility, rather than being racially motivated, they could not amount to race-related harassment. The EAT upheld this part of her appeal. Harassment can occur under the Equality Act definition even when the harasser is not motivated by a protected characteristic. Accent can be an important part of a person’s national or ethnic identity. It follows that comments about someone’s accent may be related to the protected characteristic of race. Whether or not those comments in fact amount to harassment will depend on whether the other conditions set out in the definition are met, including whether the comments were unwanted and had the purpose or effect of violating dignity or creating an offensive environment.\r\n\r\nSecondly, Ms Carozzi appealed against the Tribunal’s rejection of her claim that the University’s refusal to provide meeting notes amounted to victimisation because it was linked to concerns that she might bring a discrimination claim. The Tribunal had ruled that this was not victimisation because the university would have withheld the notes from an employee who might bring a claim of any type, not just a claim of discrimination. Allowing this ground of appeal, the EAT held that this was the wrong test. The Tribunal should have considered whether the decision not to provide the notes was influenced to a material extent by the fact that a discrimination claim had or might be made. The EAT also disagreed with the Tribunal’s conclusion that the refusal could not amount to a detriment, noting that Ms Carozzi could reasonably view the refusal as a disadvantage.\r\n\r\nMs Carozzi’s harassment and victimisation claims were remitted to a fresh Employment Tribunal for reconsideration of these issues.\r\n\r\nThis case highlights the importance of dealing with grievances and complaints fairly and transparently to minimise the risks of victimisation and discrimination claims. The EAT has also confirmed that there is no requirement in a harassment claim for a ‘mental element’ as there is in a direct discrimination claim. This means that comments about personal attributes may constitute harassment if they are related to a protected characteristic such as race or sex even if there is no discriminatory intent. In order to ensure that all staff understand the wide definition of harassment, it is vital to implement comprehensive equality and diversity policies and to organise regular tailored training. These measures are also necessary to comply with the new duty to take reasonable steps to prevent sexual harassment, which will be extended to ‘all’ reasonable steps when the Employment Rights Bill comes into force in 2026. The Bill will also introduce employers’ liability for third-party harassment in respect of all types of harassment.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11678,1039,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Mr De Marchi was a bus driver working on a route operated by London United Busways Ltd (LUB) out of a garage that was 15 minutes from his home. After a re-tendering exercise, LUB lost the contract for this route to Abellio London Ltd. TUPE applied to the transfer of this contract, meaning that Mr De Marchi’s employment would transfer to Abellio. However, he objected to being transferred because it would involve working out of a different garage over an hour away from his home. His request for redundancy was rejected by LUB because his role still existed, and he was offered three options:</p>\r\n<p data-indent=\"1\">·      Transfer to Abellio under TUPE and move to the new garage, with a significantly longer commute.</p>\r\n<p data-indent=\"1\">·      Object to the transfer and sign a new contract with LUB on amended terms, including a longer maximum duty time.</p>\r\n<p data-indent=\"1\">·      Resign.</p>\r\nMr De Marchi did not agree to the amended terms and continued to object to the transfer. Eventually his employment ended. However, there was confusion between LUB and Abellio about his employment status after the transfer, whether he had resigned, been dismissed, or transferred, and who was liable for the termination costs. Mr De Marchi brought unfair dismissal and TUPE-related claims against both companies in the Employment Tribunal.\r\n\r\nA preliminary hearing was held to establish how Mr De Marchi’s employment had ended and whether LUB or Abellio was liable for the termination costs, including any unfair dismissal compensation.\r\n\r\nThe Employment Tribunal held that Mr De Marchi had been dismissed by LUB, which was therefore liable for all termination costs. Appeals by LUB and Mr De Marchi were rejected by the EAT, which has provided useful clarification of how TUPE applies in Mr De Marchi’s situation:\r\n<p data-indent=\"1\">·      Where a transfer involves a substantial and materially detrimental change, the employee may choose to treat their contract as having been terminated. This would be a deemed dismissal by the employer, which could be the transferor or the transferee, depending on the timing (Regulation 4(9)). If the employee chooses not to exercise this right, they will transfer, unless they object to the transfer under Regulation 4(7).</p>\r\n<p data-indent=\"1\">·      Where an employee objects to being transferred because it would involve a substantial change in working conditions to their material detriment, the objection prevents their contract from transferring to the transferee (Regulation 4(7)).</p>\r\n<p data-indent=\"1\">·      In these circumstances, the employee’s contract of employment is automatically terminated, and the employee is treated as having been dismissed by the transferor, even though no actual dismissal has occurred (Regulation 4(8)). Any remedy will therefore lie solely against the transferor.</p>\r\nIn this case, the EAT held that Mr De Marchi’s objection to the transfer was reasonable given that the potential change in his working conditions was substantial and detrimental. Accordingly, his employment did not transfer to Abellio, and he was treated as having been dismissed by LUB. All termination costs and any compensation payable as a result of his Tribunal claims would therefore be payable by LUB.\r\n\r\nThe EAT’s judgement provides helpful clarification of the effect of an employee’s objection under TUPE where the transfer involves a substantial change in working conditions to their material detriment. An employee who objects in these circumstances does not need to communicate unequivocally that they are treating their contract as terminated. Under TUPE, the act of objecting will terminate the contract, and they will be treated as having been dismissed by the transferor, who will be liable for all dismissal costs. As this case illustrates, this means that even if the transferee is responsible for the substantial and detrimental changes, the transferor is still liable for all costs resulting from an employee’s objection, and the employee has no remedy against the transferee. This situation can be addressed by means of appropriate warranties and indemnities in the commercial agreements, depending on the relative bargaining positions of the parties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11698,1041,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Harassment is defined in section 26 of the Equality Act as unwanted conduct related to a protected characteristic that has the purpose or effect of violating an individual’s dignity or of creating an intimidating, hostile, degrading, humiliating, or offensive environment for them. Tribunals must take into account the perception of the victim, the other circumstances of the case, and whether it is reasonable for the conduct to have that effect. As this case highlights, the definition of harassment is wider than the test for direct discrimination, which requires treatment ‘because of’ a protected characteristic (rather than ‘related to’).</p>\r\nVictimisation may occur where an employer subjects an employee to a detriment because they have done or may do a protected act such as bringing proceedings under the Equality Act 2010.\r\n\r\nMs Carozzi, a Brazilian national of Jewish ethnic origin, was employed by the University of Hertfordshire in a marketing role but resigned before the end of her probationary period, which had been extended twice. She brought a number of Employment Tribunal claims, including constructive dismissal, race and religious discrimination, harassment, and victimisation.\r\n\r\nAll of Ms Carozzi’s claims were dismissed by the Tribunal. She was given permission to appeal to the EAT, and two grounds of her appeal are of wider interest.\r\n\r\nFirst, Ms Carozzi challenged the Employment Tribunal’s ruling that since comments about her accent were observations about her intelligibility or comprehensibility, rather than being racially motivated, they could not amount to race-related harassment. The EAT upheld this part of her appeal. Harassment can occur under the Equality Act definition even when the harasser is not motivated by a protected characteristic. Accent can be an important part of a person’s national or ethnic identity. It follows that comments about someone’s accent may be related to the protected characteristic of race. Whether or not those comments in fact amount to harassment will depend on whether the other conditions set out in the definition are met, including whether the comments were unwanted and had the purpose or effect of violating dignity or creating an offensive environment.\r\n\r\nSecondly, Ms Carozzi appealed against the Tribunal’s rejection of her claim that the University’s refusal to provide meeting notes amounted to victimisation because it was linked to concerns that she might bring a discrimination claim. The Tribunal had ruled that this was not victimisation because the university would have withheld the notes from an employee who might bring a claim of any type, not just a claim of discrimination. Allowing this ground of appeal, the EAT held that this was the wrong test. The Tribunal should have considered whether the decision not to provide the notes was influenced to a material extent by the fact that a discrimination claim had or might be made. The EAT also disagreed with the Tribunal’s conclusion that the refusal could not amount to a detriment, noting that Ms Carozzi could reasonably view the refusal as a disadvantage.\r\n\r\nMs Carozzi’s harassment and victimisation claims were remitted to a fresh Employment Tribunal for reconsideration of these issues.\r\n\r\nThis case highlights the importance of dealing with grievances and complaints fairly and transparently to minimise the risks of victimisation and discrimination claims. The EAT has also confirmed that there is no requirement in a harassment claim for a ‘mental element’ as there is in a direct discrimination claim. This means that comments about personal attributes may constitute harassment if they are related to a protected characteristic such as race or sex even if there is no discriminatory intent. In order to ensure that all staff understand the wide definition of harassment, it is vital to implement comprehensive equality and diversity policies and to organise regular tailored training. These measures are also necessary to comply with the new duty to take reasonable steps to prevent sexual harassment, which will be extended to ‘all’ reasonable steps when the Employment Rights Bill comes into force in 2026. The Bill will also introduce employers’ liability for third-party harassment in respect of all types of harassment.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11770,1047,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">Where the TUPE Regulations apply to the transfer of an undertaking, employees’ contracts of employment will normally transfer automatically to the new employer (the transferee). However, TUPE also gives employees the right to object to the transfer, which will terminate their employment. If the transfer involves a substantial change in employees’ working conditions to their material detriment, they are also entitled to treat their contract as terminated and claim automatically unfair dismissal. The TUPE provisions dealing with these circumstances are complex. This is illustrated by the recent case of London United Busways Ltd v De Marchi, where the EAT had to consider the effect of an employee’s objection to a transfer that would have involved a detrimental change in his working conditions.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11774,1047,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Mr De Marchi was a bus driver working on a route operated by London United Busways Ltd (LUB) out of a garage that was 15 minutes from his home. After a re-tendering exercise, LUB lost the contract for this route to Abellio London Ltd. TUPE applied to the transfer of this contract, meaning that Mr De Marchi’s employment would transfer to Abellio. However, he objected to being transferred because it would involve working out of a different garage over an hour away from his home. His request for redundancy was rejected by LUB because his role still existed, and he was offered three options:</p>\r\n\r\n<ul>\r\n 	<li data-indent=\"1\">Transfer to Abellio under TUPE and move to the new garage, with a significantly longer commute.</li>\r\n 	<li data-indent=\"1\">Object to the transfer and sign a new contract with LUB on amended terms, including a longer maximum duty time.</li>\r\n 	<li data-indent=\"1\">Resign.</li>\r\n</ul>\r\nMr De Marchi did not agree to the amended terms and continued to object to the transfer. Eventually his employment ended. However, there was confusion between LUB and Abellio about his employment status after the transfer, whether he had resigned, been dismissed, or transferred, and who was liable for the termination costs. Mr De Marchi brought unfair dismissal and TUPE-related claims against both companies in the Employment Tribunal.\r\n\r\nA preliminary hearing was held to establish how Mr De Marchi’s employment had ended and whether LUB or Abellio was liable for the termination costs, including any unfair dismissal compensation.\r\n\r\nThe Employment Tribunal held that Mr De Marchi had been dismissed by LUB, which was therefore liable for all termination costs. Appeals by LUB and Mr De Marchi were rejected by the EAT, which has provided useful clarification of how TUPE applies in Mr De Marchi’s situation:\r\n<ul>\r\n 	<li data-indent=\"1\">Where a transfer involves a substantial and materially detrimental change, the employee may choose to treat their contract as having been terminated. This would be a deemed dismissal by the employer, which could be the transferor or the transferee, depending on the timing (Regulation 4(9)). If the employee chooses not to exercise this right, they will transfer, unless they object to the transfer under Regulation 4(7).</li>\r\n 	<li data-indent=\"1\">Where an employee objects to being transferred because it would involve a substantial change in working conditions to their material detriment, the objection prevents their contract from transferring to the transferee (Regulation 4(7)).</li>\r\n 	<li data-indent=\"1\">In these circumstances, the employee’s contract of employment is automatically terminated, and the employee is treated as having been dismissed by the transferor, even though no actual dismissal has occurred (Regulation 4(8)). Any remedy will therefore lie solely against the transferor.</li>\r\n</ul>\r\nIn this case, the EAT held that Mr De Marchi’s objection to the transfer was reasonable given that the potential change in his working conditions was substantial and detrimental. Accordingly, his employment did not transfer to Abellio, and he was treated as having been dismissed by LUB. All termination costs and any compensation payable as a result of his Tribunal claims would therefore be payable by LUB.\r\n\r\nThe EAT’s judgement provides helpful clarification of the effect of an employee’s objection under TUPE where the transfer involves a substantial change in working conditions to their material detriment. An employee who objects in these circumstances does not need to communicate unequivocally that they are treating their contract as terminated. Under TUPE, the act of objecting will terminate the contract, and they will be treated as having been dismissed by the transferor, who will be liable for all dismissal costs. As this case illustrates, this means that even if the transferee is responsible for the substantial and detrimental changes, the transferor is still liable for all costs resulting from an employee’s objection, and the employee has no remedy against the transferee. This situation can be addressed by means of appropriate warranties and indemnities in the commercial agreements, depending on the relative bargaining positions of the parties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11789,1048,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">Where the TUPE Regulations apply to the transfer of an undertaking, employees’ contracts of employment will normally transfer automatically to the new employer (the transferee). However, TUPE also gives employees the right to object to the transfer, which will terminate their employment. If the transfer involves a substantial change in employees’ working conditions to their material detriment, they are also entitled to treat their contract as terminated and claim automatically unfair dismissal. The TUPE provisions dealing with these circumstances are complex. This is illustrated by the recent case of London United Busways Ltd v De Marchi, where the EAT had to consider the effect of an employee’s objection to a transfer that would have involved a detrimental change in his working conditions.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (11793,1048,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Mr De Marchi was a bus driver working on a route operated by London United Busways Ltd (LUB) out of a garage that was 15 minutes from his home. After a re-tendering exercise, LUB lost the contract for this route to Abellio London Ltd. TUPE applied to the transfer of this contract, meaning that Mr De Marchi’s employment would transfer to Abellio. However, he objected to being transferred because it would involve working out of a different garage over an hour away from his home. His request for redundancy was rejected by LUB because his role still existed, and he was offered three options:</p>\r\n\r\n<ul>\r\n 	<li data-indent=\"1\">Transfer to Abellio under TUPE and move to the new garage, with a significantly longer commute.</li>\r\n 	<li data-indent=\"1\">Object to the transfer and sign a new contract with LUB on amended terms, including a longer maximum duty time.</li>\r\n 	<li data-indent=\"1\">Resign.</li>\r\n</ul>\r\nMr De Marchi did not agree to the amended terms and continued to object to the transfer. Eventually his employment ended. However, there was confusion between LUB and Abellio about his employment status after the transfer, whether he had resigned, been dismissed, or transferred, and who was liable for the termination costs. Mr De Marchi brought unfair dismissal and TUPE-related claims against both companies in the Employment Tribunal.\r\n\r\nA preliminary hearing was held to establish how Mr De Marchi’s employment had ended and whether LUB or Abellio was liable for the termination costs, including any unfair dismissal compensation.\r\n\r\nThe Employment Tribunal held that Mr De Marchi had been dismissed by LUB, which was therefore liable for all termination costs. Appeals by LUB and Mr De Marchi were rejected by the EAT, which has provided useful clarification of how TUPE applies in Mr De Marchi’s situation:\r\n<ul>\r\n 	<li data-indent=\"1\">Where a transfer involves a substantial and materially detrimental change, the employee may choose to treat their contract as having been terminated. This would be a deemed dismissal by the employer, which could be the transferor or the transferee, depending on the timing (Regulation 4(9)). If the employee chooses not to exercise this right, they will transfer, unless they object to the transfer under Regulation 4(7).</li>\r\n 	<li data-indent=\"1\">Where an employee objects to being transferred because it would involve a substantial change in working conditions to their material detriment, the objection prevents their contract from transferring to the transferee (Regulation 4(7)).</li>\r\n 	<li data-indent=\"1\">In these circumstances, the employee’s contract of employment is automatically terminated, and the employee is treated as having been dismissed by the transferor, even though no actual dismissal has occurred (Regulation 4(8)). Any remedy will therefore lie solely against the transferor.</li>\r\n</ul>\r\nIn this case, the EAT held that Mr De Marchi’s objection to the transfer was reasonable given that the potential change in his working conditions was substantial and detrimental. Accordingly, his employment did not transfer to Abellio, and he was treated as having been dismissed by LUB. All termination costs and any compensation payable as a result of his Tribunal claims would therefore be payable by LUB.\r\n\r\nThe EAT’s judgement provides helpful clarification of the effect of an employee’s objection under TUPE where the transfer involves a substantial change in working conditions to their material detriment. An employee who objects in these circumstances does not need to communicate unequivocally that they are treating their contract as terminated. Under TUPE, the act of objecting will terminate the contract, and they will be treated as having been dismissed by the transferor, who will be liable for all dismissal costs. As this case illustrates, this means that even if the transferee is responsible for the substantial and detrimental changes, the transferor is still liable for all costs resulting from an employee’s objection, and the employee has no remedy against the transferee. This situation can be addressed by means of appropriate warranties and indemnities in the commercial agreements, depending on the relative bargaining positions of the parties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12007,1062,'insight_modules_0_text_general','When considering buying a home with a private water supply, it is important to consider the legal responsibilities that come with it. In the UK, a license is needed for taking water or abstraction, unless the amount is less than 20 cubic metres a day.\r\n\r\nIn an article for Homebuilding &amp; Renovating, Partner Tristan Ward outlines what buyers should check before committing to a home with a water supply system.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12009,1062,'insight_modules_1_quote_text','Anyone considering using a private water supply must ensure they have the legal authority to take the water they will need. If there is an abstraction licence, buyers should ensure it remains valid, review the conditions and ensure the licence is transferred to them at completion.\r\n\r\n');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12025,1067,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">Where the TUPE Regulations apply to the transfer of an undertaking, employees’ contracts of employment will normally transfer automatically to the new employer (the transferee). However, TUPE also gives employees the right to object to the transfer, which will terminate their employment. If the transfer involves a substantial change in employees’ working conditions to their material detriment, they are also entitled to treat their contract as terminated and claim automatically unfair dismissal. The TUPE provisions dealing with these circumstances are complex. This is illustrated by the recent case of London United Busways Ltd v De Marchi, where the EAT had to consider the effect of an employee’s objection to a transfer that would have involved a detrimental change in his working conditions.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12029,1067,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Mr De Marchi was a bus driver working on a route operated by London United Busways Ltd (LUB) out of a garage that was 15 minutes from his home. After a re-tendering exercise, LUB lost the contract for this route to Abellio London Ltd. TUPE applied to the transfer of this contract, meaning that Mr De Marchi’s employment would transfer to Abellio. However, he objected to being transferred because it would involve working out of a different garage over an hour away from his home. His request for redundancy was rejected by LUB because his role still existed, and he was offered three options:</p>\r\n\r\n<ul>\r\n 	<li data-indent=\"1\">Transfer to Abellio under TUPE and move to the new garage, with a significantly longer commute.</li>\r\n 	<li data-indent=\"1\">Object to the transfer and sign a new contract with LUB on amended terms, including a longer maximum duty time.</li>\r\n 	<li data-indent=\"1\">Resign.</li>\r\n</ul>\r\nMr De Marchi did not agree to the amended terms and continued to object to the transfer. Eventually his employment ended. However, there was confusion between LUB and Abellio about his employment status after the transfer, whether he had resigned, been dismissed, or transferred, and who was liable for the termination costs. Mr De Marchi brought unfair dismissal and TUPE-related claims against both companies in the Employment Tribunal.\r\n\r\nA preliminary hearing was held to establish how Mr De Marchi’s employment had ended and whether LUB or Abellio was liable for the termination costs, including any unfair dismissal compensation.\r\n\r\nThe Employment Tribunal held that Mr De Marchi had been dismissed by LUB, which was therefore liable for all termination costs. Appeals by LUB and Mr De Marchi were rejected by the EAT, which has provided useful clarification of how TUPE applies in Mr De Marchi’s situation:\r\n<ul>\r\n 	<li data-indent=\"1\">Where a transfer involves a substantial and materially detrimental change, the employee may choose to treat their contract as having been terminated. This would be a deemed dismissal by the employer, which could be the transferor or the transferee, depending on the timing (Regulation 4(9)). If the employee chooses not to exercise this right, they will transfer, unless they object to the transfer under Regulation 4(7).</li>\r\n 	<li data-indent=\"1\">Where an employee objects to being transferred because it would involve a substantial change in working conditions to their material detriment, the objection prevents their contract from transferring to the transferee (Regulation 4(7)).</li>\r\n 	<li data-indent=\"1\">In these circumstances, the employee’s contract of employment is automatically terminated, and the employee is treated as having been dismissed by the transferor, even though no actual dismissal has occurred (Regulation 4(8)). Any remedy will therefore lie solely against the transferor.</li>\r\n</ul>\r\nIn this case, the EAT held that Mr De Marchi’s objection to the transfer was reasonable given that the potential change in his working conditions was substantial and detrimental. Accordingly, his employment did not transfer to Abellio, and he was treated as having been dismissed by LUB. All termination costs and any compensation payable as a result of his Tribunal claims would therefore be payable by LUB.\r\n\r\nThe EAT’s judgement provides helpful clarification of the effect of an employee’s objection under TUPE where the transfer involves a substantial change in working conditions to their material detriment. An employee who objects in these circumstances does not need to communicate unequivocally that they are treating their contract as terminated. Under TUPE, the act of objecting will terminate the contract, and they will be treated as having been dismissed by the transferor, who will be liable for all dismissal costs. As this case illustrates, this means that even if the transferee is responsible for the substantial and detrimental changes, the transferor is still liable for all costs resulting from an employee’s objection, and the employee has no remedy against the transferee. This situation can be addressed by means of appropriate warranties and indemnities in the commercial agreements, depending on the relative bargaining positions of the parties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12047,1068,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Harassment is defined in section 26 of the Equality Act as unwanted conduct related to a protected characteristic that has the purpose or effect of violating an individual’s dignity or of creating an intimidating, hostile, degrading, humiliating, or offensive environment for them. Tribunals must take into account the perception of the victim, the other circumstances of the case, and whether it is reasonable for the conduct to have that effect. As this case highlights, the definition of harassment is wider than the test for direct discrimination, which requires treatment ‘because of’ a protected characteristic (rather than ‘related to’).</p>\r\nVictimisation may occur where an employer subjects an employee to a detriment because they have done or may do a protected act such as bringing proceedings under the Equality Act 2010.\r\n\r\nMs Carozzi, a Brazilian national of Jewish ethnic origin, was employed by the University of Hertfordshire in a marketing role but resigned before the end of her probationary period, which had been extended twice. She brought a number of Employment Tribunal claims, including constructive dismissal, race and religious discrimination, harassment, and victimisation.\r\n\r\nAll of Ms Carozzi’s claims were dismissed by the Tribunal. She was given permission to appeal to the EAT, and two grounds of her appeal are of wider interest.\r\n\r\nFirst, Ms Carozzi challenged the Employment Tribunal’s ruling that since comments about her accent were observations about her intelligibility or comprehensibility, rather than being racially motivated, they could not amount to race-related harassment. The EAT upheld this part of her appeal. Harassment can occur under the Equality Act definition even when the harasser is not motivated by a protected characteristic. Accent can be an important part of a person’s national or ethnic identity. It follows that comments about someone’s accent may be related to the protected characteristic of race. Whether or not those comments in fact amount to harassment will depend on whether the other conditions set out in the definition are met, including whether the comments were unwanted and had the purpose or effect of violating dignity or creating an offensive environment.\r\n\r\nSecondly, Ms Carozzi appealed against the Tribunal’s rejection of her claim that the University’s refusal to provide meeting notes amounted to victimisation because it was linked to concerns that she might bring a discrimination claim. The Tribunal had ruled that this was not victimisation because the university would have withheld the notes from an employee who might bring a claim of any type, not just a claim of discrimination. Allowing this ground of appeal, the EAT held that this was the wrong test. The Tribunal should have considered whether the decision not to provide the notes was influenced to a material extent by the fact that a discrimination claim had or might be made. The EAT also disagreed with the Tribunal’s conclusion that the refusal could not amount to a detriment, noting that Ms Carozzi could reasonably view the refusal as a disadvantage.\r\n\r\nMs Carozzi’s harassment and victimisation claims were remitted to a fresh Employment Tribunal for reconsideration of these issues.\r\n\r\nThis case highlights the importance of dealing with grievances and complaints fairly and transparently to minimise the risks of victimisation and discrimination claims. The EAT has also confirmed that there is no requirement in a harassment claim for a ‘mental element’ as there is in a direct discrimination claim. This means that comments about personal attributes may constitute harassment if they are related to a protected characteristic such as race or sex even if there is no discriminatory intent. In order to ensure that all staff understand the wide definition of harassment, it is vital to implement comprehensive equality and diversity policies and to organise regular tailored training. These measures are also necessary to comply with the new duty to take reasonable steps to prevent sexual harassment, which will be extended to ‘all’ reasonable steps when the Employment Rights Bill comes into force in 2026. The Bill will also introduce employers’ liability for third-party harassment in respect of all types of harassment.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12065,1069,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Harassment is defined in section 26 of the Equality Act as unwanted conduct related to a protected characteristic that has the purpose or effect of violating an individual’s dignity or of creating an intimidating, hostile, degrading, humiliating, or offensive environment for them. Tribunals must take into account the perception of the victim, the other circumstances of the case, and whether it is reasonable for the conduct to have that effect. As this case highlights, the definition of harassment is wider than the test for direct discrimination, which requires treatment ‘because of’ a protected characteristic (rather than ‘related to’).</p>\r\nVictimisation may occur where an employer subjects an employee to a detriment because they have done or may do a protected act such as bringing proceedings under the Equality Act 2010.\r\n\r\nMs Carozzi, a Brazilian national of Jewish ethnic origin, was employed by the University of Hertfordshire in a marketing role but resigned before the end of her probationary period, which had been extended twice. She brought a number of Employment Tribunal claims, including constructive dismissal, race and religious discrimination, harassment, and victimisation.\r\n\r\nAll of Ms Carozzi’s claims were dismissed by the Tribunal. She was given permission to appeal to the EAT, and two grounds of her appeal are of wider interest.\r\n\r\nFirst, Ms Carozzi challenged the Employment Tribunal’s ruling that since comments about her accent were observations about her intelligibility or comprehensibility, rather than being racially motivated, they could not amount to race-related harassment. The EAT upheld this part of her appeal. Harassment can occur under the Equality Act definition even when the harasser is not motivated by a protected characteristic. Accent can be an important part of a person’s national or ethnic identity. It follows that comments about someone’s accent may be related to the protected characteristic of race. Whether or not those comments in fact amount to harassment will depend on whether the other conditions set out in the definition are met, including whether the comments were unwanted and had the purpose or effect of violating dignity or creating an offensive environment.\r\n\r\nSecondly, Ms Carozzi appealed against the Tribunal’s rejection of her claim that the University’s refusal to provide meeting notes amounted to victimisation because it was linked to concerns that she might bring a discrimination claim. The Tribunal had ruled that this was not victimisation because the university would have withheld the notes from an employee who might bring a claim of any type, not just a claim of discrimination. Allowing this ground of appeal, the EAT held that this was the wrong test. The Tribunal should have considered whether the decision not to provide the notes was influenced to a material extent by the fact that a discrimination claim had or might be made. The EAT also disagreed with the Tribunal’s conclusion that the refusal could not amount to a detriment, noting that Ms Carozzi could reasonably view the refusal as a disadvantage.\r\n\r\nMs Carozzi’s harassment and victimisation claims were remitted to a fresh Employment Tribunal for reconsideration of these issues.\r\n\r\nThis case highlights the importance of dealing with grievances and complaints fairly and transparently to minimise the risks of victimisation and discrimination claims. The EAT has also confirmed that there is no requirement in a harassment claim for a ‘mental element’ as there is in a direct discrimination claim. This means that comments about personal attributes may constitute harassment if they are related to a protected characteristic such as race or sex even if there is no discriminatory intent. In order to ensure that all staff understand the wide definition of harassment, it is vital to implement comprehensive equality and diversity policies and to organise regular tailored training. These measures are also necessary to comply with the new duty to take reasonable steps to prevent sexual harassment, which will be extended to ‘all’ reasonable steps when the Employment Rights Bill comes into force in 2026. The Bill will also introduce employers’ liability for third-party harassment in respect of all types of harassment.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12095,1073,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">Where the TUPE Regulations apply to the transfer of an undertaking, employees’ contracts of employment will normally transfer automatically to the new employer (the transferee). However, TUPE also gives employees the right to object to the transfer, which will terminate their employment. If the transfer involves a substantial change in employees’ working conditions to their material detriment, they are also entitled to treat their contract as terminated and claim automatically unfair dismissal. The TUPE provisions dealing with these circumstances are complex. This is illustrated by the recent case of London United Busways Ltd v De Marchi, where the EAT had to consider the effect of an employee’s objection to a transfer that would have involved a detrimental change in his working conditions.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12099,1073,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Mr De Marchi was a bus driver working on a route operated by London United Busways Ltd (LUB) out of a garage that was 15 minutes from his home. After a re-tendering exercise, LUB lost the contract for this route to Abellio London Ltd. TUPE applied to the transfer of this contract, meaning that Mr De Marchi’s employment would transfer to Abellio. However, he objected to being transferred because it would involve working out of a different garage over an hour away from his home. His request for redundancy was rejected by LUB because his role still existed, and he was offered three options:</p>\r\n\r\n<ul>\r\n 	<li data-indent=\"1\">Transfer to Abellio under TUPE and move to the new garage, with a significantly longer commute.</li>\r\n 	<li data-indent=\"1\">Object to the transfer and sign a new contract with LUB on amended terms, including a longer maximum duty time.</li>\r\n 	<li data-indent=\"1\">Resign.</li>\r\n</ul>\r\nMr De Marchi did not agree to the amended terms and continued to object to the transfer. Eventually his employment ended. However, there was confusion between LUB and Abellio about his employment status after the transfer, whether he had resigned, been dismissed, or transferred, and who was liable for the termination costs. Mr De Marchi brought unfair dismissal and TUPE-related claims against both companies in the Employment Tribunal.\r\n\r\nA preliminary hearing was held to establish how Mr De Marchi’s employment had ended and whether LUB or Abellio was liable for the termination costs, including any unfair dismissal compensation.\r\n\r\nThe Employment Tribunal held that Mr De Marchi had been dismissed by LUB, which was therefore liable for all termination costs. Appeals by LUB and Mr De Marchi were rejected by the EAT, which has provided useful clarification of how TUPE applies in Mr De Marchi’s situation:\r\n<ul>\r\n 	<li data-indent=\"1\">Where a transfer involves a substantial and materially detrimental change, the employee may choose to treat their contract as having been terminated. This would be a deemed dismissal by the employer, which could be the transferor or the transferee, depending on the timing (Regulation 4(9)). If the employee chooses not to exercise this right, they will transfer, unless they object to the transfer under Regulation 4(7).</li>\r\n 	<li data-indent=\"1\">Where an employee objects to being transferred because it would involve a substantial change in working conditions to their material detriment, the objection prevents their contract from transferring to the transferee (Regulation 4(7)).</li>\r\n 	<li data-indent=\"1\">In these circumstances, the employee’s contract of employment is automatically terminated, and the employee is treated as having been dismissed by the transferor, even though no actual dismissal has occurred (Regulation 4(8)). Any remedy will therefore lie solely against the transferor.</li>\r\n</ul>\r\nIn this case, the EAT held that Mr De Marchi’s objection to the transfer was reasonable given that the potential change in his working conditions was substantial and detrimental. Accordingly, his employment did not transfer to Abellio, and he was treated as having been dismissed by LUB. All termination costs and any compensation payable as a result of his Tribunal claims would therefore be payable by LUB.\r\n\r\nThe EAT’s judgement provides helpful clarification of the effect of an employee’s objection under TUPE where the transfer involves a substantial change in working conditions to their material detriment. An employee who objects in these circumstances does not need to communicate unequivocally that they are treating their contract as terminated. Under TUPE, the act of objecting will terminate the contract, and they will be treated as having been dismissed by the transferor, who will be liable for all dismissal costs. As this case illustrates, this means that even if the transferee is responsible for the substantial and detrimental changes, the transferor is still liable for all costs resulting from an employee’s objection, and the employee has no remedy against the transferee. This situation can be addressed by means of appropriate warranties and indemnities in the commercial agreements, depending on the relative bargaining positions of the parties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12195,1074,'insight_modules_2_text_general','<p data-pm-slice=\"1 1 []\">According to the Home Office, eVisas will allow for faster and more reliable verification of immigration status. The introduction of the eVisa system will remove the need to check physical documentation, improving the efficiency of right-to-work checks and preventing disruption to employment start dates.</p>\r\nThe most obvious benefit of the new system is that there will be less scope for fraudulent activity as eVisas cannot be stolen, lost, or tampered with. Travelling will also be significantly easier because the eVisa can be easily linked to passports.\r\n\r\nWith the 1 June 2025 deadline looming, individuals should create a UKVI account and apply for an eVisa at the earliest opportunity and ideally well before the 1 June 2025 deadline. Transferring physical documents to eVisas will not affect an individual’s current immigration status or visa conditions. It is advisable for individuals to keep their physical documents which may assist with future applications to stay in the UK as well as in the event that there are any issues when travelling. Those who use passport endorsements or vignette stickers to prove their rights are encouraged to make a free No Time Limit application for an eVisa.\r\n\r\nPlease contact <a href=\"mailto:timhayes@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Tim Hayes</a> or <a href=\"mailto:ashifali@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Ashif Ali</a> for any advice in relation to these and any other Immigration matters.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12209,1080,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">The Home Office had previously confirmed they would be introducing a digital immigration system at the end of 2024, after which time physical immigration documents would not be accepted. However, after initially extending the deadline until the end of March, the Home Office has just confirmed that the deadline has now been extended until at least 1 June 2025.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12213,1080,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">The current position is that UK Visas and Immigration (UKVI) will completely replace physical immigration documents with a fully operative online system on 1 June 2025, unless the deadline is pushed back again.</p>\r\nThe introduction of eVisas will mean that biometric residence permits (BRPs), biometric residence cards (BRCs), passport endorsements (indefinite leave to enter wet ink stamps), and vignette stickers in passports (entry clearance or visa vignettes) will be replaced by an online record reflecting an individual’s immigration status and the conditions of their permission to be in the UK.\r\n\r\nAlthough all BRPs and BRCs expired on 31 December 2024, they can still be used to travel if individuals have valid permission to stay in the UK, but this is only (now) until 1 June 2025. We anticipate that once this grace period has ended, those without eVisas will encounter difficulties proving their immigration status and may well be refused entry to the UK and may well even be denied boarding by transport carriers.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12219,1080,'insight_modules_2_text_general','<p data-pm-slice=\"1 1 []\">According to the Home Office, eVisas will allow for faster and more reliable verification of immigration status. The introduction of the eVisa system will remove the need to check physical documentation, improving the efficiency of right-to-work checks and preventing disruption to employment start dates.</p>\r\nThe most obvious benefit of the new system is that there will be less scope for fraudulent activity as eVisas cannot be stolen, lost, or tampered with. Travelling will also be significantly easier because the eVisa can be easily linked to passports.\r\n\r\nWith the 1 June 2025 deadline looming, individuals should create a UKVI account and apply for an eVisa at the earliest opportunity and ideally well before the 1 June 2025 deadline. Transferring physical documents to eVisas will not affect an individual’s current immigration status or visa conditions. It is advisable for individuals to keep their physical documents which may assist with future applications to stay in the UK as well as in the event that there are any issues when travelling. Those who use passport endorsements or vignette stickers to prove their rights are encouraged to make a free No Time Limit application for an eVisa.\r\n\r\nPlease contact <a href=\"mailto:timhayes@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Tim Hayes</a> or <a href=\"mailto:ashifali@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Ashif Ali</a> for any advice in relation to these and any other Immigration matters.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12237,1082,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">The Home Office had previously confirmed they would be introducing a digital immigration system at the end of 2024, after which time physical immigration documents would not be accepted. However, after initially extending the deadline until the end of March, the Home Office has just confirmed that the deadline has now been extended until at least 1 June 2025.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12241,1082,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">The current position is that UK Visas and Immigration (UKVI) will completely replace physical immigration documents with a fully operative online system on 1 June 2025, unless the deadline is pushed back again.</p>\r\nThe introduction of eVisas will mean that biometric residence permits (BRPs), biometric residence cards (BRCs), passport endorsements (indefinite leave to enter wet ink stamps), and vignette stickers in passports (entry clearance or visa vignettes) will be replaced by an online record reflecting an individual’s immigration status and the conditions of their permission to be in the UK.\r\n\r\nAlthough all BRPs and BRCs expired on 31 December 2024, they can still be used to travel if individuals have valid permission to stay in the UK, but this is only (now) until 1 June 2025. We anticipate that once this grace period has ended, those without eVisas will encounter difficulties proving their immigration status and may well be refused entry to the UK and may well even be denied boarding by transport carriers.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12247,1082,'insight_modules_2_text_general','<p data-pm-slice=\"1 1 []\">According to the Home Office, eVisas will allow for faster and more reliable verification of immigration status. The introduction of the eVisa system will remove the need to check physical documentation, improving the efficiency of right-to-work checks and preventing disruption to employment start dates.</p>\r\nThe most obvious benefit of the new system is that there will be less scope for fraudulent activity as eVisas cannot be stolen, lost, or tampered with. Travelling will also be significantly easier because the eVisa can be easily linked to passports.\r\n\r\nWith the 1 June 2025 deadline looming, individuals should create a UKVI account and apply for an eVisa at the earliest opportunity and ideally well before the 1 June 2025 deadline. Transferring physical documents to eVisas will not affect an individual’s current immigration status or visa conditions. It is advisable for individuals to keep their physical documents which may assist with future applications to stay in the UK as well as in the event that there are any issues when travelling. Those who use passport endorsements or vignette stickers to prove their rights are encouraged to make a free No Time Limit application for an eVisa.\r\n\r\nPlease contact <a href=\"mailto:timhayes@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Tim Hayes</a> or <a href=\"mailto:ashifali@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Ashif Ali</a> for any advice in relation to these and any other Immigration matters.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12262,1083,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">The Home Office had previously confirmed they would be introducing a digital immigration system at the end of 2024, after which time physical immigration documents would not be accepted. However, after initially extending the deadline until the end of March, the Home Office has just confirmed that the deadline has now been extended until at least 1 June 2025.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12266,1083,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">The current position is that UK Visas and Immigration (UKVI) will completely replace physical immigration documents with a fully operative online system on 1 June 2025, unless the deadline is pushed back again.</p>\r\nThe introduction of eVisas will mean that biometric residence permits (BRPs), biometric residence cards (BRCs), passport endorsements (indefinite leave to enter wet ink stamps), and vignette stickers in passports (entry clearance or visa vignettes) will be replaced by an online record reflecting an individual’s immigration status and the conditions of their permission to be in the UK.\r\n\r\nAlthough all BRPs and BRCs expired on 31 December 2024, they can still be used to travel if individuals have valid permission to stay in the UK, but this is only (now) until 1 June 2025. We anticipate that once this grace period has ended, those without eVisas will encounter difficulties proving their immigration status and may well be refused entry to the UK and may well even be denied boarding by transport carriers.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12270,1083,'insight_modules_2_heading_title','Why are eVisas being introduced?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12272,1083,'insight_modules_2_text_general','<p data-pm-slice=\"1 1 []\">According to the Home Office, eVisas will allow for faster and more reliable verification of immigration status. The introduction of the eVisa system will remove the need to check physical documentation, improving the efficiency of right-to-work checks and preventing disruption to employment start dates.</p>\r\nThe most obvious benefit of the new system is that there will be less scope for fraudulent activity as eVisas cannot be stolen, lost, or tampered with. Travelling will also be significantly easier because the eVisa can be easily linked to passports.\r\n\r\nWith the 1 June 2025 deadline looming, individuals should create a UKVI account and apply for an eVisa at the earliest opportunity and ideally well before the 1 June 2025 deadline. Transferring physical documents to eVisas will not affect an individual’s current immigration status or visa conditions. It is advisable for individuals to keep their physical documents which may assist with future applications to stay in the UK as well as in the event that there are any issues when travelling. Those who use passport endorsements or vignette stickers to prove their rights are encouraged to make a free No Time Limit application for an eVisa.\r\n\r\nPlease contact <a href=\"mailto:timhayes@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Tim Hayes</a> or <a href=\"mailto:ashifali@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Ashif Ali</a> for any advice in relation to these and any other Immigration matters.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12284,1084,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">In HMRC v Tretyakov (2024), the First Tier Tribunal considered whether a three-storey building with two residential dwellings on the upper floors and a commercial ground floor was “mixed-use” or “residential”. This ultimately makes a difference for the purposes of paying SDLT on the purchase of the building, as commercial “mixed use” SDLT rates are lower than residential SDLT rates.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12288,1084,'insight_modules_1_heading_title','The Facts');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12296,1084,'insight_modules_2_text_general','<p data-pm-slice=\"1 1 []\">Section 116(1) of the Finance Act 2003 defines a residential property as a building that is suitable for use as a dwelling […].  A non-residential property is anything that falls outside of this definition.</p>\r\nHMRC acknowledged the ground floor was used commercially, but stated the question at hand was whether the building was residential property on the basis that, in conjunction with the two upper floors, the ground floor was “suitable” for use as a dwelling.\r\n\r\nHMRC’s Internal Manual (SDLTM00390 &amp; SDLM00295) suggests mixed-use applies when a building containing residential dwelling has separate areas, one or more of which is adapted for commercial or business use.\r\n\r\nThe Tribunal held the two staircases connecting the ground floor to the first floor and the main entrance through which all floors could be accessed meant a lack of separation for mixed-use purposes.\r\n\r\nAdditionally, the fact that the garage was being used commercially did not make it unsuitable for residential use. A large part of its commercial use was storage for products. The Tribunal highlighted there was no reason why the space could not be used to store personal items for residential use.\r\n\r\nThe historic commercial use of the building was also of little importance as the renovations in 2019 drastically changed the character of the building. Furthermore, the floor plans Showed the garage being labelled as a “gym” and for storing gym equipment. This allowed the Tribunal to infer it was used as a personal home gym. Whether or not Mr Stephen used it as such was irrelevant.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12302,1084,'insight_modules_3_text_general','<p data-pm-slice=\"1 1 []\">Mr Tretyakov argued that the following facts meant the property was not suitable for residential use:-</p>\r\n\r\n<ul>\r\n 	<li>·The ground floor had a separate energy performance certificate (EPC) for commercial use;</li>\r\n 	<li>The ground floor was subject to a planning condition preventing residential use; and</li>\r\n 	<li>The property had been sold by contract using the standard commercial conditions which meant it was not residential.</li>\r\n</ul>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12306,1084,'insight_modules_4_heading_title','Decision on SDLT rates');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12308,1084,'insight_modules_4_text_general','<p data-pm-slice=\"1 1 []\">The Tribunal gave little weight to the separate EPC and commercial nature of the sale. Whilst these are characteristics of a commercial property, they do not prevent residential suitability. The planning restriction for the ground floor preventing residential use was also given little weight. The Tribunal acknowledged that residential use would amount to a breach, but nonetheless held it to be “suitable” for such use.</p>\r\nRather more weight was given to Mr Stephen’s recent personal use. From January to October 2019 Mr Stephen made personal use of the ground floor, parking his car in the garage, and using the games room and wine cellar for hospitality. After October 2019, the garage was used for his wife’s business, but the personal use of the games room continued.\r\n\r\nThe Tribunal gave this more weight than the planning restriction as it showed the ground floor could easily be accessed and used as a part of the overall residential dwelling on the upper floors.\r\n\r\nThis case emphasised that suitability does not equal practical nor actual use. The ground floor cannot be used as a residential dwelling due to its planning restriction but was deemed “suitable” for such.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12335,1085,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">In HMRC v Tretyakov (2024), the First Tier Tribunal considered whether a three-storey building with two residential dwellings on the upper floors and a commercial ground floor was “mixed-use” or “residential”. This ultimately makes a difference for the purposes of paying SDLT on the purchase of the building, as commercial “mixed use” SDLT rates are lower than residential SDLT rates.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12339,1085,'insight_modules_1_heading_title','The Facts');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12341,1085,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">The building was originally a commercial bacon smoking factory. The upper two floors were converted into residential dwellings in 1985.  but the ground floor remained commercial. The ground floor had a light industrial planning permission which prevented use as a residential dwelling.</p>\r\nThe ground floor was brought by Mr Stephen in 2016. He also used it commercially and renovations were completed in 2019.  The ground floor was split into two sections separated by a glass partition. The front consisted of a garage for underground parking and storage as well as a fire-proof glass enclosure. The back contained a wine cellar, sauna, and more storage, to be used commercially as a games room and bar.\r\n\r\nIn 2024, the property was sold to Mr Tretyakov. The selling agent’s website advertised the property as a residential dwelling, but Mr Tretyakov was informed of the planning restriction prohibiting residential use on the ground floor. Mr Tretyakov believed that the property was mixed-use and would attract the lower commercial mixed use SDLT rates.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12347,1085,'insight_modules_2_text_general','<p data-pm-slice=\"1 1 []\">Section 116(1) of the Finance Act 2003 defines a residential property as a building that is suitable for use as a dwelling […].  A non-residential property is anything that falls outside of this definition.</p>\r\nHMRC acknowledged the ground floor was used commercially, but stated the question at hand was whether the building was residential property on the basis that, in conjunction with the two upper floors, the ground floor was “suitable” for use as a dwelling.\r\n\r\nHMRC’s Internal Manual (SDLTM00390 &amp; SDLM00295) suggests mixed-use applies when a building containing residential dwelling has separate areas, one or more of which is adapted for commercial or business use.\r\n\r\nThe Tribunal held the two staircases connecting the ground floor to the first floor and the main entrance through which all floors could be accessed meant a lack of separation for mixed-use purposes.\r\n\r\nAdditionally, the fact that the garage was being used commercially did not make it unsuitable for residential use. A large part of its commercial use was storage for products. The Tribunal highlighted there was no reason why the space could not be used to store personal items for residential use.\r\n\r\nThe historic commercial use of the building was also of little importance as the renovations in 2019 drastically changed the character of the building. Furthermore, the floor plans Showed the garage being labelled as a “gym” and for storing gym equipment. This allowed the Tribunal to infer it was used as a personal home gym. Whether or not Mr Stephen used it as such was irrelevant.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12351,1085,'insight_modules_3_heading_title','Arguments for mixed commercial use');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12353,1085,'insight_modules_3_text_general','<p data-pm-slice=\"1 1 []\">Mr Tretyakov argued that the following facts meant the property was not suitable for residential use:-</p>\r\n\r\n<ul>\r\n 	<li>·The ground floor had a separate energy performance certificate (EPC) for commercial use;</li>\r\n 	<li>The ground floor was subject to a planning condition preventing residential use; and</li>\r\n 	<li>The property had been sold by contract using the standard commercial conditions which meant it was not residential.</li>\r\n</ul>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12357,1085,'insight_modules_4_heading_title','Decision on SDLT rates');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12359,1085,'insight_modules_4_text_general','<p data-pm-slice=\"1 1 []\">The Tribunal gave little weight to the separate EPC and commercial nature of the sale. Whilst these are characteristics of a commercial property, they do not prevent residential suitability. The planning restriction for the ground floor preventing residential use was also given little weight. The Tribunal acknowledged that residential use would amount to a breach, but nonetheless held it to be “suitable” for such use.</p>\r\nRather more weight was given to Mr Stephen’s recent personal use. From January to October 2019 Mr Stephen made personal use of the ground floor, parking his car in the garage, and using the games room and wine cellar for hospitality. After October 2019, the garage was used for his wife’s business, but the personal use of the games room continued.\r\n\r\nThe Tribunal gave this more weight than the planning restriction as it showed the ground floor could easily be accessed and used as a part of the overall residential dwelling on the upper floors.\r\n\r\nThis case emphasised that suitability does not equal practical nor actual use. The ground floor cannot be used as a residential dwelling due to its planning restriction but was deemed “suitable” for such.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12382,1087,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">In HMRC v Tretyakov (2024), the First Tier Tribunal considered whether a three-storey building with two residential dwellings on the upper floors and a commercial ground floor was “mixed-use” or “residential”. This ultimately makes a difference for the purposes of paying SDLT on the purchase of the building, as commercial “mixed use” SDLT rates are lower than residential SDLT rates.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12386,1087,'insight_modules_1_heading_title','The Facts');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12388,1087,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">The building was originally a commercial bacon smoking factory. The upper two floors were converted into residential dwellings in 1985.  but the ground floor remained commercial. The ground floor had a light industrial planning permission which prevented use as a residential dwelling.</p>\r\nThe ground floor was brought by Mr Stephen in 2016. He also used it commercially and renovations were completed in 2019.  The ground floor was split into two sections separated by a glass partition. The front consisted of a garage for underground parking and storage as well as a fire-proof glass enclosure. The back contained a wine cellar, sauna, and more storage, to be used commercially as a games room and bar.\r\n\r\nIn 2024, the property was sold to Mr Tretyakov. The selling agent’s website advertised the property as a residential dwelling, but Mr Tretyakov was informed of the planning restriction prohibiting residential use on the ground floor. Mr Tretyakov believed that the property was mixed-use and would attract the lower commercial mixed use SDLT rates.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12394,1087,'insight_modules_2_text_general','<p data-pm-slice=\"1 1 []\">Section 116(1) of the Finance Act 2003 defines a residential property as a building that is suitable for use as a dwelling […].  A non-residential property is anything that falls outside of this definition.</p>\r\nHMRC acknowledged the ground floor was used commercially, but stated the question at hand was whether the building was residential property on the basis that, in conjunction with the two upper floors, the ground floor was “suitable” for use as a dwelling.\r\n\r\nHMRC’s Internal Manual (SDLTM00390 &amp; SDLM00295) suggests mixed-use applies when a building containing residential dwelling has separate areas, one or more of which is adapted for commercial or business use.\r\n\r\nThe Tribunal held the two staircases connecting the ground floor to the first floor and the main entrance through which all floors could be accessed meant a lack of separation for mixed-use purposes.\r\n\r\nAdditionally, the fact that the garage was being used commercially did not make it unsuitable for residential use. A large part of its commercial use was storage for products. The Tribunal highlighted there was no reason why the space could not be used to store personal items for residential use.\r\n\r\nThe historic commercial use of the building was also of little importance as the renovations in 2019 drastically changed the character of the building. Furthermore, the floor plans Showed the garage being labelled as a “gym” and for storing gym equipment. This allowed the Tribunal to infer it was used as a personal home gym. Whether or not Mr Stephen used it as such was irrelevant.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12398,1087,'insight_modules_3_heading_title','Arguments for mixed commercial use');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12400,1087,'insight_modules_3_text_general','<p data-pm-slice=\"1 1 []\">Mr Tretyakov argued that the following facts meant the property was not suitable for residential use:-</p>\r\n\r\n<ul>\r\n 	<li>·The ground floor had a separate energy performance certificate (EPC) for commercial use;</li>\r\n 	<li>The ground floor was subject to a planning condition preventing residential use; and</li>\r\n 	<li>The property had been sold by contract using the standard commercial conditions which meant it was not residential.</li>\r\n</ul>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12404,1087,'insight_modules_4_heading_title','Decision on SDLT rates');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12406,1087,'insight_modules_4_text_general','<p data-pm-slice=\"1 1 []\">The Tribunal gave little weight to the separate EPC and commercial nature of the sale. Whilst these are characteristics of a commercial property, they do not prevent residential suitability. The planning restriction for the ground floor preventing residential use was also given little weight. The Tribunal acknowledged that residential use would amount to a breach, but nonetheless held it to be “suitable” for such use.</p>\r\nRather more weight was given to Mr Stephen’s recent personal use. From January to October 2019 Mr Stephen made personal use of the ground floor, parking his car in the garage, and using the games room and wine cellar for hospitality. After October 2019, the garage was used for his wife’s business, but the personal use of the games room continued.\r\n\r\nThe Tribunal gave this more weight than the planning restriction as it showed the ground floor could easily be accessed and used as a part of the overall residential dwelling on the upper floors.\r\n\r\nThis case emphasised that suitability does not equal practical nor actual use. The ground floor cannot be used as a residential dwelling due to its planning restriction but was deemed “suitable” for such.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12443,1090,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">In HMRC v Tretyakov (2024), the First Tier Tribunal considered whether a three-storey building with two residential dwellings on the upper floors and a commercial ground floor was “mixed-use” or “residential”. This ultimately makes a difference for the purposes of paying SDLT on the purchase of the building, as commercial “mixed use” SDLT rates are lower than residential SDLT rates.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12447,1090,'insight_modules_1_heading_title','The Facts');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12449,1090,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">The building was originally a commercial bacon smoking factory. The upper two floors were converted into residential dwellings in 1985.  but the ground floor remained commercial. The ground floor had a light industrial planning permission which prevented use as a residential dwelling.</p>\r\nThe ground floor was brought by Mr Stephen in 2016. He also used it commercially and renovations were completed in 2019.  The ground floor was split into two sections separated by a glass partition. The front consisted of a garage for underground parking and storage as well as a fire-proof glass enclosure. The back contained a wine cellar, sauna, and more storage, to be used commercially as a games room and bar.\r\n\r\nIn 2024, the property was sold to Mr Tretyakov. The selling agent’s website advertised the property as a residential dwelling, but Mr Tretyakov was informed of the planning restriction prohibiting residential use on the ground floor. Mr Tretyakov believed that the property was mixed-use and would attract the lower commercial mixed use SDLT rates.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12455,1090,'insight_modules_2_text_general','<p data-pm-slice=\"1 1 []\">Section 116(1) of the Finance Act 2003 defines a residential property as a building that is suitable for use as a dwelling […].  A non-residential property is anything that falls outside of this definition.</p>\r\nHMRC acknowledged the ground floor was used commercially, but stated the question at hand was whether the building was residential property on the basis that, in conjunction with the two upper floors, the ground floor was “suitable” for use as a dwelling.\r\n\r\nHMRC’s Internal Manual (SDLTM00390 &amp; SDLM00295) suggests mixed-use applies when a building containing residential dwelling has separate areas, one or more of which is adapted for commercial or business use.\r\n\r\nThe Tribunal held the two staircases connecting the ground floor to the first floor and the main entrance through which all floors could be accessed meant a lack of separation for mixed-use purposes.\r\n\r\nAdditionally, the fact that the garage was being used commercially did not make it unsuitable for residential use. A large part of its commercial use was storage for products. The Tribunal highlighted there was no reason why the space could not be used to store personal items for residential use.\r\n\r\nThe historic commercial use of the building was also of little importance as the renovations in 2019 drastically changed the character of the building. Furthermore, the floor plans Showed the garage being labelled as a “gym” and for storing gym equipment. This allowed the Tribunal to infer it was used as a personal home gym. Whether or not Mr Stephen used it as such was irrelevant.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12459,1090,'insight_modules_3_heading_title','Arguments for mixed commercial use');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12461,1090,'insight_modules_3_text_general','<p data-pm-slice=\"1 1 []\">Mr Tretyakov argued that the following facts meant the property was not suitable for residential use:-</p>\r\n\r\n<ul>\r\n 	<li>·The ground floor had a separate energy performance certificate (EPC) for commercial use;</li>\r\n 	<li>The ground floor was subject to a planning condition preventing residential use; and</li>\r\n 	<li>The property had been sold by contract using the standard commercial conditions which meant it was not residential.</li>\r\n</ul>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12465,1090,'insight_modules_4_heading_title','Decision on SDLT rates');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12467,1090,'insight_modules_4_text_general','<p data-pm-slice=\"1 1 []\">The Tribunal gave little weight to the separate EPC and commercial nature of the sale. Whilst these are characteristics of a commercial property, they do not prevent residential suitability. The planning restriction for the ground floor preventing residential use was also given little weight. The Tribunal acknowledged that residential use would amount to a breach, but nonetheless held it to be “suitable” for such use.</p>\r\nRather more weight was given to Mr Stephen’s recent personal use. From January to October 2019 Mr Stephen made personal use of the ground floor, parking his car in the garage, and using the games room and wine cellar for hospitality. After October 2019, the garage was used for his wife’s business, but the personal use of the games room continued.\r\n\r\nThe Tribunal gave this more weight than the planning restriction as it showed the ground floor could easily be accessed and used as a part of the overall residential dwelling on the upper floors.\r\n\r\nThis case emphasised that suitability does not equal practical nor actual use. The ground floor cannot be used as a residential dwelling due to its planning restriction but was deemed “suitable” for such.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12488,1091,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">In HMRC v Tretyakov (2024), the First Tier Tribunal considered whether a three-storey building with two residential dwellings on the upper floors and a commercial ground floor was “mixed-use” or “residential”. This ultimately makes a difference for the purposes of paying SDLT on the purchase of the building, as commercial “mixed use” SDLT rates are lower than residential SDLT rates.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12492,1091,'insight_modules_1_heading_title','The Facts');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12494,1091,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">The building was originally a commercial bacon smoking factory. The upper two floors were converted into residential dwellings in 1985.  but the ground floor remained commercial. The ground floor had a light industrial planning permission which prevented use as a residential dwelling.</p>\r\nThe ground floor was brought by Mr Stephen in 2016. He also used it commercially and renovations were completed in 2019.  The ground floor was split into two sections separated by a glass partition. The front consisted of a garage for underground parking and storage as well as a fire-proof glass enclosure. The back contained a wine cellar, sauna, and more storage, to be used commercially as a games room and bar.\r\n\r\nIn 2024, the property was sold to Mr Tretyakov. The selling agent’s website advertised the property as a residential dwelling, but Mr Tretyakov was informed of the planning restriction prohibiting residential use on the ground floor. Mr Tretyakov believed that the property was mixed-use and would attract the lower commercial mixed use SDLT rates.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12498,1091,'insight_modules_2_heading_title','The Law');
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INSERT INTO `Z1EZp7_postmeta` VALUES (12500,1091,'insight_modules_2_text_general','<p data-pm-slice=\"1 1 []\">Section 116(1) of the Finance Act 2003 defines a residential property as a building that is suitable for use as a dwelling […].  A non-residential property is anything that falls outside of this definition.</p>\r\nHMRC acknowledged the ground floor was used commercially, but stated the question at hand was whether the building was residential property on the basis that, in conjunction with the two upper floors, the ground floor was “suitable” for use as a dwelling.\r\n\r\nHMRC’s Internal Manual (SDLTM00390 &amp; SDLM00295) suggests mixed-use applies when a building containing residential dwelling has separate areas, one or more of which is adapted for commercial or business use.\r\n\r\nThe Tribunal held the two staircases connecting the ground floor to the first floor and the main entrance through which all floors could be accessed meant a lack of separation for mixed-use purposes.\r\n\r\nAdditionally, the fact that the garage was being used commercially did not make it unsuitable for residential use. A large part of its commercial use was storage for products. The Tribunal highlighted there was no reason why the space could not be used to store personal items for residential use.\r\n\r\nThe historic commercial use of the building was also of little importance as the renovations in 2019 drastically changed the character of the building. Furthermore, the floor plans Showed the garage being labelled as a “gym” and for storing gym equipment. This allowed the Tribunal to infer it was used as a personal home gym. Whether or not Mr Stephen used it as such was irrelevant.');
