The Building Safety Act 2022 – Significant Changes for the Industry

Following the disaster at Grenfell, Dame Judith Hackitt was appointed to undertake an independent review of building regulations and fire safety. Her recommendations for a “golden thread” of information aimed to ensure buildings are designed and maintained safely and places a duty on those responsible to ensure an information management system is kept up to date and accurate. The review has influenced and shaped The Building Safety Act 2022 which now places a duty on those who work in the course of business in relation to any part of a relevant building and outlines both the scope of that duty and who the duty is owed to. Not only has the Hackitt review caused change now, but its recommendations will shape future legislation which will be implemented over the coming years.

Meet our Team

This month we find out more about Jonny Hutchings, Solicitor in Governance, Procurement and Information.

Menopause and the Equality Act 2010

What can employers do?

• Taking steps to support employees through every stage of the menopause is key to fostering a culture where staff feel confident in discussing how they are feeling with respect to the menopause and that matters will be dealt with sensitively, in confidence, and with dignity. Examples include:
• Providing training and guidance all managers to ensure they understand how to talk and encourage staff to raise any menopause concerns, making clear to managers that all people affected by the menopause are affected in different ways
• Ensuring health and safety checks and risk assessments are carried out, and ensuring the workplace is a suitable place to work for those suffering with menopause symptoms, for example, water coolers, desk fans and ample toilet facilities
• Developing a specific menopause policy, which is shared and regularly reviewed
• Regularly reviewing health, safety, diversity and inclusion and wellbeing, and looking at any workplace adjustments including performance management flexible working, absence management, and sickness reporting procedures
• Appointing a menopause or wellbeing champion, to act as a point of contact if employees want advice or someone to talk to, who is not their manager

Changes to the Housing Ombudsman complaints process to take effect from 1st October 2022.

The imminent changes will remove the need for the tenant to either refer the complaint to a designated person or wait eight weeks following the date of the landlord's final response letter before the matter can be referred to the Housing Ombudsman. This step known as the 'democratic filter' is being removed after a change in legislation.

It is hoped that the changes will ensure that social housing tenants are not disadvantaged and have direct access to an Ombudsman, in addition to expediting the overall complaints process.

In the interim period, before the changes take effect, tenants can still refer complaints to a designated person once they have reached the end of the landlord's formal complaints process if they wish to do so. Similarly, tenants can still take advice from individuals who would fall within the current definition of designated person after 01 October 2022, but this will not be considered as part of the Ombudsman's formal process.