Feature Articles

Whilst many public inquiries arise out of incidents such as bridge strikes, lost wheels, insecure loads, or are the result of follow-up enquiries after prohibitions have been issued at annual test or at the roadside, a sizable number are often as a direct result of applications made by an operator. This could be an application for a new additional licence or to increase the number of authorised vehicles, to specify a new operating centre, or even add a new transport manager. If everything is not in order with the operator’s business, the application could be subject to increased scrutiny, a DVSA investigation and ultimately an appearance before the traffic commissioner. Licence holders should therefore think twice about their operations before making an application. Andrew Woolfall, Director at Backhouse Jones Solicitors, examines this issue.

In this feature Caroline Raine discusses your duty of care for drivers and the considerations that should be taken into account to ensure that your drivers are safe.

Zero-hours contracts are often a point of contention. The appeal of this type of contract is its flexible nature, but that’s also where the majority of issues arise.

Any organisation that accepts any sort of payment for carrying passengers must normally hold either a PSV operator’s licence or a private hire vehicle licence. However, Section 19 and Section 22 of the Transport Act 1985 allow organisations that operate without a view to profit to have a permit that exempts them from the need to hold a PSV O-licence when providing transport for a charge. Under specified conditions, the drivers of certain such vehicles are exempt from the need to have PCV entitlement on their driving licence.

As we approach the end of the year, many employers will be looking back at the successes in the business over the last 12 months, and thinking of ways they can celebrate this with their employees. Traditionally, a Christmas party has been a focal point of this, generally involving a late night, alcohol and frivolity. But are such events truly inclusive? In this article, Stacie Cheadle, Croner-i employment law researcher and writer, looks at work-related social events and presents our top tips for ensuring they are inclusive to all.

Every year at the end of September, the Government publishes annual road accident statistics and every year publication will be followed by media reports focusing more on the issues popular with pressure groups than those where there is the greatest problem.

Conflicting beliefs at work is, for the most part, inevitable at some stage. When a group are brought together connected only by their employer, it is likely they are going to have different religious, ethical, moral or political beliefs. It is therefore imperative that employers manage any issues that arise as a result of conflicting beliefs, before they escalate and cause problems within the workforce, with customers or suppliers.

The Government is considering changes to important passenger accessibility regulations. This article looks at the current rules and considers how things are likely to change under the new proposals.

There are 33 million women in the UK, and at some stage and in some way, they will experience the menopause or symptoms connected with it. But if that isn’t enough, the impact of the menopause is not a “women’s issue” only. It affects anyone, one way or another, who has any interactions with women or people assigned female at birth. These interactions can be at home, at work, out in the community or even in the gym. It’s important therefore that we all get comfortable with this topic and become familiar with what it is and what it means.

Mental health is a serious issue and it’s one that is more and more being given the attention it needs in the workplace. But there is still more that can be done and there is no better opportunity to put the spotlight on this than 10 October 2023, otherwise known as “World Mental Health Day”. This year, the World Foundation of Mental Health has set the theme that “Mental health is a universal human right”. So, what can employers be doing to make sure this is the case in their workplace?