CPA Bulletin

30 CPA Bulletin > November 2024 www.cpa.uk.net Legal NEWS LEGAL: 1 The three Welsh police forces - Dyfed-Powys, Gwent, and South Wales - which held a three-month (July to September 2024) trial that allowed smaller-sized mobile cranes (up to 80-tonnes GVW) to travel during Embargo Times - has, from initial feedback received, been very successful. The feedback indicates that there were no accidents or incidents reported. The police found there was greater compliance by crane companies operating within these areas, and the crane companies had obtained greater productivity and efficiency. At the time of writing, it is unclear whether there will be any other trials implemented by the police in any other constabularies. Welsh Police Trial Mobile Crane Embargo At the time of writing, an updated draft of the 2010 Abnormal Load Guidance document issued by ACPO (the forerunner to the National Police Chief Council NPCC) had been circulated by the NPCC to industry. The response from industry was that the initial draft had been sympathetically written for industry’s benefit; however, the document had also been circulated to various regional police leads for their comment and feedback. It is not known what feedback has been provided by the police. There is a NPCC meeting on the 6th November, where it is hoped that the draft guidance will be ratified. The membership will be updated on the outcome of that meeting. 2024 NPCC Abnormal Load Guidance Document On the 11th October, the government revealed its details regarding the Employment Rights Bill. There are some key reforms being introduced. From the first day a worker joins a company, they will be protected from unfair dismissal, as well as qualifying for paternity, parental and bereavement leave. The existing two-year waiting period will be removed. With regards to Statutory Sick Pay (SSP), the lower earnings thresholds are being removed so that more workers would qualify, and the existing three-day waiting period before any SSP is paid is to be removed. The right of a worker to claim flexible working from their employer is changing to a new – much lower threshold – where flexible working will become the default/accepted position unless the employer can show why it is not practical to allow it. Greater protection is being given to pregnant women and new mothers against being dismissed, while large employers will be required to address gender pay gaps and provide menopause support. The Bill is looking to address those workers who are on Zero-hour ‘employment’ contracts, by allowing workers on regular hours to request ‘guaranteed’ hours, while preserving flexibility for those who prefer it. In light of the recent P&O’s action against a section of their workforce, who were ‘fired and re-hired’ on worse terms and conditions, the Bill will prevent companies from using this tactic. Under the Bill, a new ‘Fair Work Agency’ is to be established, which will help enforce workers’ rights against companies which try to infringe a worker’s holiday or sick leave entitlement. It is worth pointing out that the earliest many of these points will take effect is Autumn 2026. During the intervening period, the above points will be discussed in more detail over the course of 2025. This will give many companies the opportunity - once the details of the Bill have been finalised - to implement them. Employment Bill