In February 2015 the Home Office consulted on S.54 of the Modern Slavery Act 2015 which will require businesses with a certain level of turnover to publish an annual slavery and human trafficking statement. In this statement a business must describe the steps they have taken to ensure that slavery and human trafficking is not taking place in any of their supply chains or their own business, or they must disclose that they have taken no such steps. A response has now been published to the consultation which indicates that: (i) the requirement to publish a statement for each financial year will apply to all commercial organisations in the UK with a total turnover of £36m or more; (ii) the requirement will commence in October 2015, with transitional provisions so that statements are not required where a businesses’ financial year end is within close proximity to the commencement date; and (iii) statutory guidance will be published about the new duty, to coincide with its introduction, including the kind of information to be included in a statement, taking into account views expressed in the consultation.
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The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.