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</o:shapelayout></xml><![endif]--></head><body lang=EN-GB link=blue vlink=purple><div class=WordSection1><p style='line-height:14.4pt;background:white'><i><span style='font-size:10.0pt;font-family:"Arial","sans-serif";color:#413839'>Dear IER subscriber, We promised that we would keep you up to date with developments in the potential repeal of a 114-year-old employment right. Having received a new briefing on the topic, we have written <a href="http://www.ier.org.uk/blog/update-coalitions-plans-reverse-114-year-old-employment-right-new-briefing-released">a new report</a> on our website, which updates you with further details on the news. The key facts are below: <o:p></o:p></span></i></p><table class=MsoTableGrid border=1 cellspacing=0 cellpadding=0 style='border-collapse:collapse;border:none'><tr><td width=319 valign=top style='width:239.4pt;border:none;padding:0cm 5.4pt 0cm 5.4pt'><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";color:#0C3A6E'><a href="http://www.ier.org.uk/blog/update-coalitions-plans-reverse-114-year-old-employment-right-new-briefing-released">Reversal of 114-year-old employment right goes to Lord's without public consultation</a><o:p></o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'>A briefing released by Thompson's Solicitors reveals the potential implications of the amendment to Section 47 of the Health and Safety Work Act 1974, which has been added to the Enterprise and Regulatory Reform Bill at the eleventh hour.<o:p></o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'><o:p> </o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'>The amendment would mean:<o:p></o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'>- Employers would no longer have a strict liability for the health and safety of their workers, for the first time since 1898.<o:p></o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'>- Workers could not rely on an employer's breach of health and safety law to win a personal injury claim, they would have to provide proof of negligence. <o:p></o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'>- Enforcement of health and safety law would be increasingly left up to a significantly weakened and less effective Health and Safety Executive.<o:p></o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'>- Employers could increasingly hide behind the defence that complying to health and safety regulations was not "reasonably practicable".<o:p></o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'><o:p> </o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'>This is part of a wider ideological move by the government in the interests of employers, to the detriment of workers.<o:p></o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'><o:p> </o:p></span></h3><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif"'><a href="http://www.ier.org.uk/blog/update-coalitions-plans-reverse-114-year-old-employment-right-new-briefing-released">Click here to read our full report and the Thompson's briefing</a></span><span style='font-size:10.0pt;font-family:"Arial","sans-serif";font-weight:normal'>.<o:p></o:p></span></h3></td><td width=319 valign=top style='width:239.4pt;border:none;padding:0cm 5.4pt 0cm 5.4pt'><h3 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:0cm;margin-left:0cm;margin-bottom:.0001pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";color:#0C3A6E'><a href="http://www.ier.org.uk/events/employment-law-update-2012-ken-gill-memorial-fund-0">Learn more at our Employment Law Update 2012</a><o:p></o:p></span></h3><p style='line-height:14.4pt;background:white'><!--[if gte vml 1]><v:shapetype id="_x0000_t75" coordsize="21600,21600" o:spt="75" o:preferrelative="t" path="m@4@5l@4@11@9@11@9@5xe" filled="f" stroked="f">
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</v:shapetype><v:shape id="Picture_x0020_1" o:spid="_x0000_s1026" type="#_x0000_t75" alt="ELU Lpool 31-10-12.jpg" href="http://www.ier.org.uk/events/employment-law-update-2012-ken-gill-memorial-fund-0" style='position:absolute;margin-left:1.45pt;margin-top:13.85pt;width:60.7pt;height:74.3pt;z-index:1;visibility:visible;mso-wrap-style:square;mso-wrap-distance-left:9pt;mso-wrap-distance-top:0;mso-wrap-distance-right:9pt;mso-wrap-distance-bottom:0;mso-position-horizontal:absolute;mso-position-horizontal-relative:text;mso-position-vertical:absolute;mso-position-vertical-relative:text' o:button="t">
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</v:shape><![endif]--><![if !vml]><a href="http://www.ier.org.uk/events/employment-law-update-2012-ken-gill-memorial-fund-0"><img border=0 width=81 height=99 src="cid:image002.jpg@01CDB206.B3F94C60" align=left hspace=12 alt="ELU Lpool 31-10-12.jpg" title="" v:shapes="Picture_x0020_1"></a><![endif]><b><span style='font-size:10.0pt;font-family:"Arial","sans-serif";color:#413839'>Wednesday 31 October 2012<o:p></o:p></span></b></p><p style='line-height:14.4pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";color:#413839'><a href="http://www.ier.org.uk/news/lofstedt-asked-conduct-second-review-chance-redemption"><span style='color:#66667F'>Lofstedt has been asked to conduct a second review</span></a><span class=apple-converted-space> </span>and OH Parsons' solicitor Steve Cottingham will be updating delegates to our<span class=apple-converted-space> </span><a href="http://www.ier.org.uk/events/employment-law-update-2012-ken-gill-memorial-fund"><span style='color:#66667F'>Employment Law Update 2012 conference in Liverpool</span></a><span class=apple-converted-space> </span>on the latest in health and safety and the implications of Lofstedt's review and government policy.<o:p></o:p></span></p><p style='line-height:14.4pt;background:white;orphans: 2;widows: 2;-webkit-text-size-adjust: auto;-webkit-text-stroke-width: 0px;word-spacing:0px'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";color:#413839'>The event,<span class=apple-converted-space> </span><a href="http://www.ier.org.uk/blog/employment-law-experts-blast-coalitions-ideological-attacks"><span style='color:#66667F'>which sold-out in London</span></a><span class=apple-converted-space> </span>and has received excellent feedback from delegates there, also includes presentations from experts across a wide range of employment law issues, including whistleblowing, equality, discrimination, TUPE, redundancy and tribunals.<o:p></o:p></span></p><p style='line-height:14.4pt;background:white;orphans: 2;widows: 2;-webkit-text-size-adjust: auto;-webkit-text-stroke-width: 0px;word-spacing:0px'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";color:#413839'>This conference is filling up fast, so<span class=apple-converted-space> </span><strong><span style='font-family:"Arial","sans-serif"'><a href="http://www.ier.org.uk/events/employment-law-update-2012-ken-gill-memorial-fund"><span style='color:#66667F'>click here to buy one of our last remaining tickets</span></a></span></strong><o:p></o:p></span></p><p style='line-height:14.4pt'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";color:#413839'><o:p> </o:p></span></p></td></tr></table><p style='line-height:14.4pt;background:white'><span style='font-size:10.0pt;font-family:"Arial","sans-serif";color:#413839'><o:p> </o:p></span></p><p class=MsoNormal><o:p> </o:p></p><p class=MsoNormal><o:p> </o:p></p><p class=MsoNormal><b>Sarah Glenister<o:p></o:p></b></p><p class=MsoNormal><i>IT Development and Communications Assistant<o:p></o:p></i></p><p class=MsoNormal>Institute of Employment Rights<o:p></o:p></p><p class=MsoNormal>4th Floor, Jack Jones House, 1 Islington, Liverpool, L3 8EG<o:p></o:p></p><p class=MsoNormal>0151 207 5265<o:p></o:p></p><p class=MsoNormal><o:p> </o:p></p></div></body></html>