Employer Responsibilities and Health Safety Regulations

The assignment discusses the significance of handling hazardous equipment properly, charging consumers fairly, and adhering to employment laws. It emphasizes the need for employers to supervise staff and ensure a safe work environment. The document references various studies and articles on alcohol law enforcement, policing licensed premises, and food hygiene for handlers.

Law for Licensed Premises

INTRODUCTION......................................................................................................................5
TASK 1......................................................................................................................................5
1.1. Discussing the different type of licensed premises.........................................................5
1.2. Discussing the differences between a personal license and premises License................6
1.3. Comparing the procedure for license application............................................................7
1.4. Assessing guidelines on the conduct of licensed premises by the staff..........................7
TASK B......................................................................................................................................8
2.1. Assessing the consequences of providing consumers with misleading information.......8
2.2. Evaluating the extent of employers’ liability in the protection of consumer..................9
2.3 Justifying policy for aspect of weight and measures legislation....................................10
3.1. Discussing the various key components of range of regulations..................................10
3.2. Discussing the duties and responsibility of the management of licensed premises......11
3.3. Evaluating the impact of food and safety and hygiene legislation................................12
4.1 Justifying the responsibility of employers in the employment of staff..........................12
4.2. Explaining the key aspects of discrimination legislation..............................................12
CONCLUSION........................................................................................................................13
REFERENCES ........................................................................................................................14

INTRODUCTION
The term licensed premises is used to refer to any shops, buildings or any other area
which is authorised in order to conduct business for which the license has been issued. It is a
activity in which a business carried license legally. The report will cover, different type of
licensed premises along with differences between a personal license and premises license, the
procedure for license application and guidelines on the conduct of licensed premises by the
staff. In addition to this, consequences of providing consumers with misleading information,
extent of employer’s liability and key components of range of regulations will be discussed.
The report will finally demonstrate responsibility of employers in the employment of staff
and aspects of discrimination legislation.
TASK 1
1.1. Discussing the different type of licensed premises.
Under the UK government rule different types of licenses and permissions are granted
to various types of organizations such as companies, restaurants, individuals etc. so that they
are enabled to give the type of service for which they apply for such as restaurants which
conduct entertainment food beverages such as alcohol which is usually serve and various
other forms of entertainment are mostly till late nights (Costello, Robertson and Ashe, 2011).
They also conduct dance and casinos. There are four types of license premise which are
available and mentioned below.
Premise Licence: For the requirement for permission to sell or supply of alcohol a premise
license or temporary license is required. Which is mostly gives to those entities whose main
purpose is selling serving or supplying alcohol. Though it has a limit as to the number of
people or patrons exceeding 60 is not permissible, in which case the entity has to apply for a
small bar license. Premise licence is acquired for running the business legally. It is granted by
the specific authority asccording tio the laoction of business. Premise license is madatory for
business providng alcoh9olic products.
Personal License: For individuals or entities requiring the permission to sell alcohol at
premises or places such as bars that have the licence for the sale of alcohol, such entities need
a personal license which is movable and gives them the permission to supply alcohol and to
travel with it. Its duration is mostly 10 years while premise license lease is not specific and
varies as per the way and nature of their work.

Club Premise License: when entertainment is the prime objective of any company firm or
person then they need to apply and obtain a Club premise license which gives them the
permission to entertain people in various ways such as dance bar, strip clubs casinos video
parlours and other forms of entertainment (Burgess and Moffatt, 2011). As per the law of
providing Club Premise License Act 2003 regulating entertainment is a licensable feature
Standard and Late Temporary Event Notice: To cater late night refreshment and to serve
hot food such as late night dinners and hot drinks including alcohol, mock tails etc to people
or to other organisations companies between 11pm to 5am a standard and late temporary
event notice is required.
1.2. Discussing the differences between a personal license and premises License.
A personal and premises license, both are essential for any organisation for smooth
operations. Though they both differ from each other in many ways. A personal license which
is movable or portable which gives its user the freedom to carry alcohol and to supply it to
licensed users of premise licences whereas premise licence is given to people or organisations
as per their various ways of work which are covered under conditions mentioned in the
licence. Personal licences are issued for a period of 10 years where as the premise licence
duration is not specific and may vary (Beckingham, 2012). As per the nature of the activates
involved and is valid until it lapses after the period mentioned or is surrender or returned by
the holder. For permission to sell or supply of liquor a personal licence is mandatory whereas
for the requirement to provide late night refreshment and to provide regulated entertainment
such as dance bars and casinos etc and for the sale of liquor in such places a premise license
is mandatory.
Personal license is only issued to individuals above the age of 18 and above and should be
qualified and appropriately trained to run his business as stated in the license .on the other
hand no such requirement is essential for premise license (Smith, Morgan and McAtamney,
2011). In case of personal license only the personal in whose name the license has been
issued can conduct the specific act as mentioned in the license and cannot hand over or
transfer his right to any other individual in any condition whatsoever, doing so will be an
offensive and can be punished by law and his license too can be cancelled by the authorities
whereas in case of permission license the permission to conduct the entertainment or
commercial activities can be shared by person or persons as the wish of the license holder.

1.3. Comparing the procedure for license application.
Comparison of procedure for license application
A proper procedure is mandatory for any individual applying for both personal and premise
license. To apply for a personal licences personal details need to be filled and submitted in an
application which will describe and show the purpose and the place as to where the alcohol
shall be sent alongside general information of the person asking for licences such as his age
name etc..alongside which a basic criminal form is needed to be submitted by the person
needing the license this form application needs to be certified by the local police thereby
certifying that the person needing the license is and has not been engaged in any kind of
criminal activity nor has been convicted for at least a period of last 5 years (Hadfield and
Measham, 2015).After receiving a positive result from scrutiny by the local police other
relevant certificates and documentation which prove age and accredited training qualification
alongside with 2 passport size photos need to be submitted along with the appropriate fees.
Any organisation who wants to conduct activities need a premise license this licences
is for the premise where the activity will be conducted such as a club or bar. The procedure
begins with the submission of an application form submitting the plan of the activity to be
held along with papers of the said premises. The place where alcohol will be served should be
mentioned along with the time till when it will be served should be mentioned in the
application form .In addition to this a consensual should signed and submitted by the
nominated Designated Premises Supervisor. An amount that has been decided should also be
submitted alongside all the documents. The amount fee is based on the bands regarding the
Domestic Rateable Valuation of the property
1.4. Assessing guidelines on the conduct of licensed premises by the staff.
As per the Licensing Act 2003 a proper code of conduct and guidelines are provided. It is
compulsory for the staff employees to adhere and comply by the rules of the licensed
premises license (Buyucek, Knox and Rundle-Thiele, 2018). The staff members employed
by the licensed premises are under an obligation that they should be trained and highly
qualified as per the norms stated in the premises licence they are to be given a minimum 3
months period of training starting from the date of the licence issued. The DPS of bars and
hotels are obliged to ensure that after attaining the licence for premises the staff that has been
appointed is suitably qualified and eligible for the sale and supply of liquor.

People having national accredited training should be appointed for this purpose. Staff
members cannot consume alcohol while they are on duty and the staff of the hotel cannot
employ any person below the age of 18(minor) for the sale of alcohol as it is a punishable
crime. All hazardous equipment should be handled well and taken care of under a supervision
of experts, and extra precaution needs to be taken for the safety of children especially where
alcohol is served. It is also very important that information of each customer coming to the
premise be kept confidential and not be disclosed for any unethical or unjust benefit.
TASK B
2.1. Assessing the consequences of providing consumers with misleading information
customers are served drinks on sale in a premises licence, and each bar or club house has a
rate list mentioned in the bar and on the menu list which gives the buyers an insight to the
rate list before they place their order, any type of information that is found wrong or false in
accordance to the price list can make the authorities cancel the licence therefore making the
customers feel protected from the Unfair Trading Regulation 2008 (Gostin and Wiley, 2016).
Part 2 of this regulation also covers misleading practices on commercial. In light of which the
trader can be sued for not abiding by the laws of the CPRs .
Consumer Protection from Unfair Trading Regulations 2008 better known as CPR
implements the EU Unfair Commercial Practices Directives ,who prohibit false commercial
practices and misleading and aggressive practices.
 Misleading occurs when the traders sell the product at a different rate than mentioned
in the menu or on the product item when the label on the product is not the same as
should be
 when the advertisement of any product or item is not the same as the actual product
and so difference in the rate also differs
 when the staff or the written information given to the customer is misleading or
insufficient and may not be able to satisfy the customer
 when the product served to the customer is not the same as described
As per defined under the CPR, there types of misleading action that can be done against the
consumers. They are:

 False information given to customers in order to deceive them or in misleading
consumers is general misleading
 A state of confusion is created with the product its trademark or its name in favour
towards any other competitor and to gain financial gain.
 When the trader fails under a code of conduct to comply with the firm and to give
proper and verifiable commitment to the consumer this is the third misleading action
2.2. Evaluating the extent of employers’ liability in the protection of consumer.
It is important that every employer of a licensed premises protects the customers and
he is obliged to conduct his duties in such a manner that his staffs treats the consumer well
and the protection of the consumer is off utmost importance and is a crucial responsibility of
the employer. The employer is supposed to charge the consumer with fair price of goods sold
to him and he cannot charge superior rate compared to the quality of the product served and
for this purpose it is mandatory that they supply or sell quality products at fair price. if it is
found that in their premises there is a breach of misconduct deliberately or negligence .They
should provide proper information regarding the quantity quality ingredients and statutory
warnings to the consumer
Proper policies should be implemented to prevent the interest of the consumer. It is
the employers duty and he is obliged to take utmost care as he purchased goods and services
from other organisations and serves it to his consumers as the customer deal with the
employer directly and not the organisation from which he purchased therefore it is his duty to
take care of their health for which he should take complete inspection of the products that he
provides to the consumers as their life could be at risk or they can be injured (Yuan and et.al.,
2017) .It is also very important for the employer and his staff to maintain confidentiality and
privacy in the premises as disclosure of information about the consumers can cause them
trouble and its a breach on personal space and such information could cause them harm. This
is the duty of the employer to see that his staffs also abides by this rule which is imposed
trough Data Protection Act
2.3 Justifying policy for aspect of weight and measures legislation
The weight and measure act of 1985 which was replaced with the weight and measure
packaged good regulation of 1986. Under this act it was determined with regulation of
weights and measure with trade law and into this weight or size of goods being traded was

important. This regulation includes that package that is placed into nature that is opened or
undergoing with perceptible modification. This regulation is applied on packaged intended
for sale in constant nominal quantity which is in between 5 g or 5ml and 25 kg or 25 L
inclusive.
The regulations which are established for quality control of packaged goods will be
according to the consumer required for regarding the quantity and protection provided with
the short measured. As per the packer rule packing should not be less than the nominal
quantity, proportion of packages should be less than a specified level and no package should
be short by twice the tolerable negative error. This policy is justified because it provides
proper information to consumers about the products they are consuming. Moreover, this
policy also provides protection to customers against the mismatch of contents on the
packaging with actual product.
According to the weight and measure act 1985, The goods which are being trades
must be mark with its weight to know about the actual price of the good being packed. There
are three rules which the packers have to follow while packing the goods that includes :
 Actual quantitiy of the package must not be lower than the nominal quantity.
 The proportion of packages whihc are short of the stated quanitity by a defined
amount should be less than specified level.
 No package should be short by more than twice the TNE (Tolerable negative error).
3.1. Discussing the various key components of range of regulations.
There are various ranges of regulations that come under the health and safety in work
premises. Some of the laws are as under:
Safe work environment: as per the law of health and safety, the bars, hotel and clubs with
employees more than 10 should have proper framework and documents regarding the health
and safety of the consumers (What are the main health and safety regulations?, 2018). it
implies the proper maintenance of the hazardous easements and have proper precaution in the
case of any emergency situation. It is the duty of employers to train their employee properly
and making proper arrangements of the first aid.
Noise: As implied by the work regulation act 1989, it is a responsibility of the employers of
licensed premises to take care of the proper arrangements for the staffs and consumers to the

protection from the loud sound. It essential in the clubs and hotels to imply the proper
policies in order to reduce the laud noise.
Hygiene and proper disclosure: The licensed premises are compiled to provide the safe and
hygienic environment to customer and employees working in the premises. the employers
comes in the liability to take care of all the safety measures that can helps in providing the
possible safety to the visitors in the workplace (Baron and et.al., 2016).
The Management of Health and Safety at Work Regulations, 1999: as per this law, the
employers of the licensed premises are obliged of making proper assessment of risk to the
health and safety of its workplace. They are responsible to identify the risk in order to make
proper arrangements to control or reduce the risk. The employers in the workplace are
obliged to provide the proper and full information to his staffs and employees about the risk
at the workplace. the employers should also provide proper training to his employees
3.2. Discussing the duties and responsibility of the management of licensed premises.
Along with the supervisor, the management of the work place has also possess some
duties and responsibilities of management in proper functioning of the organisation are:
Daily operation: the main role of the manager is to ensure the daily functioning of the
departments and of the employees smooth.
Staffing: most of the employers expect their managers to hire new skills and experienced
employees in the company.
Set Goals: the manager of the company has to set both the long term and the short term of the
goals and objectives of the company.
Administration: managers complete administrative work and correspond with other
departments.
Delegation: Effective managers delegate the task and responsibility to the employees as per
their skills and qualification.
Motivate: a managers also implies in motivating his employees and encourage them to work
more effectively and efficiently (What Are the Main Responsibilities of Managers , 2018).
The manager of the licensed premises has to follow all the provisions of the common
law. The manager should work in order to provide benefit to the organisation and customer.

They should maintain the factor of confidential in the respective hotels. The manger has the
responsibility that they should provide all the necessary information to their customers as
well as to the employees and the staffs also.
3.3. Evaluating the impact of food and safety and hygiene legislation.
As per the law of food and safety law, the business that are dealing in food to be
ensure that, the interest and assurance of the safety of the consumers. This law affects the
operations of the licensed premises (Trickett, 2017). They are obliged to work to as per all the
legal norms in order to prevent penalties and claims. The management of the licensed
premises has to provide guidance to the their staff and employee in order to prepare the food
by following all the guidelines as mentioned in the law. According to the food hygiene
regulation, 2006 organisations which are operating their business in food industry must
ensure that the food providieded by them is health and is porepared in a hyiene manner ans
also it include that palce where food is prepared must be cleaned and maintained to reduce
the harmful effect of that on the helath of public. It also include that the food busines
providers must establishb and maintain food safety maangemnt system based on Hazard
Analysis Critical Control Point (HACCP) principles. Food operators must directs its workers
to wear face mask, hand gloves etc. While preparing the food top maintain safety and hygiene
at the place. Food operators have to follow food and safety legislation to ensyure that public
health is not affected by the food provided to them.
3.4. Evaluate the impact of food safety and hygiene legislation.
The Food and Gygine regulation, 2006 has implemeneted the measures in order to
update the previous food hygiene in UK. The new legislation sets out the standard of the
duties of different food business operators which lays the safety of food produces. The aim of
the legislation is improving the health of public. The food safety agerncy UK, works to
ensure thge safety of the food produced all over the UK. It combined with the local authority
to check and monitor the enforcemenet of food safety regulations.
4.1 Justifying the responsibility of employers in the employment of staff.
There are so many responsibilities of the employer in the employment of staff given
under the employment act, equal work equal pay act and national minimum wage act. Here
are the following responsibilities discussed below;
To provide employee an employment contract in written along with paid holidays and
minimum statutory. In addition to this, statutory sick pays, maternity, adoption pays and

leaves and paternity. He is also responsible for national minimum wages to them and their
liability insurance as well. Safe and secure workplace environment is also important to
provide avoiding any kind of discrimination activity (Mansuripur, 2017). The responsibilities
also include assessing task and risk associated with them to measure and reduce them
effectively. It should be ensured by them that the machineries used by workers at workplace
must be in good condition in order to remain safe while working with them. It should be
checked in a timely manner to prevent from accidents.
It is a legal duty of employer to be liable for damage caused to the worker and
relative steps should be taken to help them. Some essential measurers can be used by firm to
restrict the risk associated with health for the safety and security purpose. Staff should be
given with proper guidelines about how to use heavy machineries. Record keeping also a
important part of this that it helps to take prior safety actions. The health and safety act, 1974,
personal protective equipment at work regulation act 1992 and fire regulatory reform act
2005 are applicable for this.
4.2. Explaining the key aspects of discrimination legislation.
The aspects of discrimination are one of the major issues in the domain of
employment in current time across different nations and global world. The licensed premises
must not practice any kind of discrimination culture within firm in order to ensure ethos of
equality pervades within business in all activities. The recruitment and employment process
must provide with equal opportunities and scope to candidates in respect to their age, sex,
gender, ethnicity, race, disabilities and colour. In addition to this, in this, sex discrimination
act 1975 plays a major role in ensuring that it is not eradicated from the work place. The
equality act 2010 also ensures that all the workers working within firm are treating equally in
terms of their salary, wages, race, cast, religion. ethnicity and other things.
The disability dissemination act 1995 ensures that employer has no right to reject the
application of employment on the basis of any kind of physical disability of an employee. In
addition to this, it also provides protection and security against indirect or direct
discrimination and harassment in public functions, services, work and education. It also
provides protection for breast feeding mother (Bowers and Lewis, 2018). This act introduced
the discrimination against arisings from disability. Key provision of the new act suggests the
provision of ban on discrimination towards age. It is important to provide a valid or good
reason for the discrimination otherwise it is subjected to breaching of law. Thus, it can be

said that there are different types of legislation of discrimination are witnessed at workplace
to provide security and safety to employee towards their work. This also helps business to
accomplish their goals and objectives by following rules and legislations established by the
government.
CONCLUSION
It can be concluded from the above report that a personal license gives its user the
freedom to carry alcohol and to supply it to licensed users of premise licences. In addition to
this, application needs to be certified by the local police thereby certifying that the person
needing the license is and has not been engaged in any kind of criminal activity. It is analysed
that hazardous equipment’s should be handled well and taken care of under a supervision of
experts and employer is also supposed to charge the consumer with fair price of goods sold to
him. Finally, some responsibilities of the employer in the employment of staff given under
the employment act is important to follow along with rules and legislations.

REFERENCES
Books and Journals
Baron, S. and et.al., 2016. License to Let Go in Transitional Kindergarten Programs:
Supports and Barriers of Play-Based Strategies. Curriculum and Teaching Dialogue. 18(1/2).
p.103A.
Beckingham, D., 2012. Gender, space, and drunkenness: Liverpool's licensed premises,
1860–1914. Annals of the Association of American Geographers. 102(3). pp.647-666.
Bowers, J. and Lewis, J., 2018. Whistling for Dismissal and Detriment Remedies: Royal Mail
Ltd v Jhuti. Industrial Law Journal. 47(1). pp.121-134.
Burgess, M. and Moffatt, S., 2011. The association between alcohol outlet density and
assaults on and around licensed premises. Sydney: NSW Bureau of Crime Statistics and
Research.
Buyucek, N., Knox, K. and Rundle-Thiele, S., 2018. Observing alcohol drinking in licensed
premises: a formative social marketing study. Journal of Social Marketing. 8(1). pp.40-57.
Costello, D., Robertson, A. J. and Ashe, M., 2011. Drink or drunk: Why do staff at licensed
premises continue to serve patrons to intoxication despite current laws and interventions?
Final report. Canberra: National Drug Law Enforcement Research Fund. Google Scholar.
Gostin, L. O. and Wiley, L. F., 2016. Public health law: power, duty, restraint. Univ of
California Press.
Hadfield, P. and Measham, F., 2015. The outsourcing of control: Alcohol law enforcement,
private-sector governance and the evening and night-time economy. Urban studies. 52(3).
pp.517-537.
Mansuripur, M., 2017. Field, Force, Energy and Momentum in Classical Electrodynamics
(Revised Edition). Bentham Science Publishers.
Smith, L., Morgan, A. and McAtamney, A., 2011. Policing licensed premises in the
Australian Capital Territory. Australian Institute of Criminology.

Trickett, J., 2017. Food hygiene for food handlers. Macmillan International Higher
Education.
Yuan, Y. and et.al., 2017. A Robust and Efficient Approach to License Plate Detection. IEEE
Trans. Image Processing. 26(3). pp.1102-1114.
Online
What are the main health and safety regulations?. 2018 [ONLINE] Available
Through:<https://worksmart.org.uk/health-advice/health-and-safety/employer-duties/what-
are-main-health-and-safety-regulations >
What Are the Main Responsibilities of Managers . 2018 [ONLINE] Available Through:<
https://jobs.telegraph.co.uk/article/what-are-the-main-responsibilities-of-managers/ >