Law for Licensed Premises: Regulations, Compliance and Duties

This report provides a detailed analysis of the legal requirements for licensed premises, using Hotel Rosewood London as a case study. It covers various aspects of the law, including the consequences of providing misleading information to consumers, employer liability in protecting consumers, and the implementation of weights and measures legislation. The report also examines key components of regulations, duties and responsibilities associated with managing licensed premises, and the impact of food safety and hygiene legislation. Furthermore, it addresses employer responsibilities in staff employment and key aspects of discrimination legislation. The report emphasizes the importance of compliance with regulations, consumer protection, and the maintenance of food safety standards to ensure the successful operation of a licensed establishment.

Law For Licensed Premises

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 2............................................................................................................................................1
2.1 Consequences of providing misleading information to consumers......................................1
2.3 Plan and policy for implementation of all aspects of weights and measures legislation......3
3.1 Key components of a range of regulations............................................................................4
3.2 Duties and responsibilities associated with the management of licensed premises .............5
3.4 Impact of food safety and hygiene legislation......................................................................6
4.1 Responsibilities of employer in the employment of staff.....................................................8
4.2 Key aspects of discrimination legislation.............................................................................9
CONCLUSIONS............................................................................................................................10
REFERENCING............................................................................................................................12

INTRODUCTION
A business organisation needs a place for carrying on its business operations. The
main place from where it operates its business is called as head office of that organisation and all
other places is termed as fixed or other establishments. All places from where a business operates
need to be registered under the Premises Act of UK Government.
The premises refer to any office or rooms within a building and surroundings used by
organisation. That is the residential address of the organisation. The laws which are applicable
for premises are- Premises Licence Compliance with UK legislation, Licensing Act 2003,
Alcohol Licensing Law, Premises Licence Guidance and Fire Safety at workplace. Here
discussion regarding Hotel Rosewood London is done. The laws it shall comply with and all
regulations and licences it requires for operating its business are discussed in this report.
TASK 2
2.1 Consequences of providing misleading information to consumers
Misleading information means to provide false or incomplete information to consumers
by the hotel or its staff (Franklin, 2016). The information can be related to the terms of their stay,
use of hotel facilities, terms of room facilities, room service, in stay restaurant, complementary
services.
Loss of consumers: A misleading, false or incomplete information can lead to loss in the
number of the consumers. A wrong information provided by the hotel can give an impression to
the consumers which hotel does not want to implicate.
Industrial drawback: Providing misleading information to consumers gives a negative
image of the company in the industry it belongs. A wrong information provided by Hotel
Rosewood London Wil leads to a downfall in its goodwill and image in hotel industry.
False advertisement: Giving false and deceptive information through advertisement can
lead to create a false impression on the public (Misleading information, 2018). Sometimes even
everything stated in the advertisement is correct but also gives a false impression. And it can
result in drawing attention of legal authorities and legal proceedings.
Rough competition: when hotel present its consumers and other related person with
wrong information. It gives a bad impact to people operating in the same industry that it is doing
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these activities to gain competitive advantages. Hence, the hotel have to face a rough and cut
throat competition in the industry.
Interpretation: An organisation is commencing a criminal activity under a forbidden act
in the law made governments by presenting false, misleading and incomplete information to its
consumer and attracting legal proceedings and prosecution under the act of law.
2.2 Employer liability in the protection of consumers
Consumers are the ultimate persons to consume the product or avail the services provided
by an organisation(Chaplin and TJ, 2014). Here for Hotel Rosewood London tits ultimate
consumers are its guest, so it need to protest its guest from the following: Fair contract: this does not mean a long term contract. When a consumer enters in hotel
for staying the time when he gives consent for staying and allotted a room the hotel and
guest enters in to an implicit contract. It is the duty of management of hotel to clear the
terms and conditions for his stay (Kozlowski and Sweanor, 2016.). Declaring surprise
and onerous term are unfair. Services: the hotel shall provide all the services its guest with utter importance and
efficiency. It is a right of the guest to have what he wants unless it is unfair. And it is the
duty of the hotel to provide the consumer with such services. Unfair trade practices: it is the duty of the hotel to protect its guest from unfair trade
practices by other people outside the hotel. To provide them with proper and complete
information the hotel management can protect its guest. Health and safety: when a guest enters the hotel it totally relies on the services provided
by it. Hotel management shall have full safety measures to protect the guest staying in the
hotel in case of emergency by having proper risk management, firs escape. And also their
safety during their time of stay. Fair charges: hotel should charge a fair and reasonable fair from its guests for their stay
and food intakes in the hotel (Consumer protection from unfair trading, 2018). It should
avoid to charge higher prices and prices which are irrelevant from the prevailing market
prices.
 Food safety and hygiene: the hotel must serve its guest with health and safe foods. It
shall comply with all the regulation laid for food safety and hygiene for hotel industry, if
not it will be compromising with the health and life of the guests.
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2.3 Plan and policy for implementation of all aspects of weights and measures legislation
Units of measurements: A person must use metric measurements such as grams, kilograms,
millimetre litres for selling packaged or loose goods in UK (Pfeffer-Gillett, 2016). The products that
can be sold in imperial measures are draught beer or cider by pint, milk in returnable container by pint,
precious metal by troy ounce. One can display an imperial measurement in side of metric
measurement.
Specified Quantities: The law of weights and measurements states few goods which must be
sold in fixed size or quantity known as 'specific quantities'.
Alcohol : the rules differs on the basis of sale of alcohol by glass or bottle.
By the glass:
By packaged bottles or boxes:
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Solid Fuel: Sealed bags of solid fuel in any size can be sold but foe selling it in loose quantity one
must sell in quantity specified below
25 kg
50 kg
multiple of 50 kg
Packaged goods: These are sole sealed goods sold between 5 g and 25 kg or 5 ml to 25 litres.
There are two ways to pack a production- minimum system and average system.
Labelling of packaged goods: it is must put weights or volumes to packaged goods on the
label (Hollands and et.al, 2015). The quantity marked must be permanent, easy to see and meet a
minimum height requirement.
Equipment and records
Equipment for packaged goods: the measures used to weigh the packaged goods shall be
suitable. No specific rule for equipment is given but is shall not be a domestic scale.
Record for average system: records must be kept for products using average system. The records of
results of sample batches shall be kept.
3.1 Key components of a range of regulations
The regulations related to premise licence are as follows
1. 1.A premise licence is required by the hotel for serving alcohol and hot food between 11
pm to 5 am.
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2. The licence is required for theatrical performance, showing a film, indoor sporting event,
or wrestling (indoor or outdoor), live music, recorded music, dance, facilities for making
music and dancing facilities.
3. A premise licence is not required for playing educational and promotional films, films
shown as a part of exhibition in museum and gallery and incidently music(live or
recorded).
4. For getting a premise licence a person must be of age 18 years or above.
5. The hotel shall apply for a DSP (designated premise supervisor). A DSP must have a
personal licence to sell alcohol. Other conditions may be specified by the licensing
authority.
6. For getting a licence the hotel shall provide all the details, details of DSP, a detailed plan
on premise and an operating schedule that is hours to sell alcohol.
7. Display of application notice on or at premise for 28 days from the nest day of its
submission.
8. The fees for applying premise licence range from Euro 100 to 1905 depending on the fee
band of the hotel premise.
9. The licence summery shall be displayed at hotel premise where it can be seen easily (Lan,
Pickles and Zhu, 2015). The other pages of licence shall be kept safely with the DSP at
the premise only.
10. If the licence have an unlimited life then its is all right if not the hotel have to pay an
annual fee yo renew the licence.
11. Hotel management if fails to produce the licence on request it may be charged with a
fine up to 1000 Euros.
3.2 Duties and responsibilities associated with the management of licensed premises
Hotel Rosewood London falls under the head of hotel and restaurant. So it has a licence
under the same. The condition of getting a licence for this business is that 25% of its gross sale
must come from the sale of food (Chaplin and TJ O’Rourke, 2014). This licence facilitates the
hotel with restaurant service to sell a full complement of beverages. The hotel shall have full
meals available till 8 pm every day and after 8 pm sandwiches and snacks.
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Premise licensed: A premise license is taken to authorise the sale of alcohol, provisions
of entertainment and provision of hot food late at night. The licensing Act 2003 has laid down
the duties and responsibility of the licence holders as follows:
1. Licence conditions: it is the duty of the management to comply with the condition of
serving hours of alcohol during which it can be served. For serving after licensed time for
temporary events it shall take written permission from competent authority.
2. Change in name and address: licensing authority shall be informed about any change in
the name or address by designated licensed supervisor.
3. Age limit to serve alcohol: The management is not allowed to sale liquor to a person
under the age of 18 years.
4. Late night refreshments: the provision of supply of drinks and hot food between 11 pm
to 5 am is a licensable activity under premise license.
5. Right of entry: the officers, police and council of trade have a right to enter the premise
at ant time to check the authenticity of the licence and the management of the hotel is
liable to cooperate with such authorities.
6. Display of licence: it is the duty of the management of the hotel to keep the licence at
hotel under their control and display a summary of it.
7. Smuggled goods: hotel holds a premise licence if allows any smuggled goods to keep in
the premise it shall be contented for committing a crime.
8. Cinemas: hotel can not show any film that does not have a BBFC certificate.
9. Entertainment: to play music and serve alcohol after 11 pm is an activity permissible by
premise licence only.
3.4 Impact of food safety and hygiene legislation
For an organisation dealing in food it is of key importance to maintain food safety and
hygiene. Hotel Rosewood London is providing food services along with other services. It is very
important that the food served to the guest is safe to eat is also hygienic (Moore and et.al, 2017).
In addition, government has laid down legislation and law for this industry to protect interest of
people consuming.
The main legislation laid down by UK government are-
 General hygiene requirements for all food businesses and related guidance
 Certain food businesses dealing with products of animal origin and related guidance
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 Official controls on products of animal origin intended for human consumption and
related guidance.
General hygiene requirements for Hotel Rosewood London and related guidance:
 Compliance with microbiological criteria for food items.
 Compliance with temperature control requirement for food items.
 Maintaining the cold chain.
 Sampling and analysis of food items.
 Identification of any hazard that must be prevented, eliminated or reduced.
 Establishing corrective actions while monitoring critical control.
 Establishing and implementing effective monitoring procedures.
 Preparing documents and commensurate with its business and demonstrate the effective
application of the measures laid down.
 It shall cooperate the competent authority in accordance with other applicable community
legislation.
Products of animal origin and related guidance :
 The hotel shall serve food prepared with animal product only it they have been prepared
and handled exclusively in the hotel only.
 It shall get a registration and licence by competent authority to serve food with animal
product.
 The animal product used in food preparation shall be purchased from authorized business
who have a licence by the competent authority.
Official controls on products of animal origin intended for human consumption and related
guidance for Hotel Rosewood London:
 The state shall ensure that hotel is providing all the assistance needed to ensure its
compliance with the legislation.
 An audit of good hygiene practice is carried out for areas such as personal hygiene,
training at workplace for hygiene, pest control and temperature control.
When the competent authority identifies non-compliance with the Regulations laid down
in the act and guidelines, it shall take action to ensure that the food business operator will take
remedial action to rectify the situation by complying with regulations (Ng and Feldman, 2015).
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While deciding course of action the competent authority shall take in account the nature of the
non-compliance and the food business operator.
4.1 Responsibilities of employer in the employment of staff
An employer owes certain duties to his employees. These duties can be implied by law
and may be found in the employment contract.
For Hotel Rosewood London, the employees’ duties and responsibilities are:
 To pay remuneration: it is the responsibility of employer to pay in the full amount, as
remuneration to the employees' as agreed in contract when the employee arrive to work
and can work.
 To provide work- it is the responsibility of employee to provide employee with work but
up to limit fixed in statues of country. If the employee working on commission basis and
employer does not provide him work he is in the breach of his duty.
 Health and safety of employees: the employer is responsible for keeping employees safe
at workplace. This can be done by assessing risk at workplace and making arrangements
for health and safety measures. Set upon emergency procedures provide clear information
and training to employees for safety measures.
 Complaint Management: every complaint made at the workplace shall properly address
and solved. A proper opportunity of being heard must be given to the person who has
made complaint. Moreover, where the person is not known it shall be carried in a manner
as per norms of the company.
 Correct information – every person who is appointed by employer shall be with correct
and true information regarding their employment and the hotel. Wrong information can
mislead the employee and hammer the image of hotel.
 Mutual trust- it is the main responsibility of employer to create mutual trust between
them and employees. Hotel business comes under hospitality industry. The behaviour of
personnel working there matters the most in business operations, so to maintain a friendly
and trustworthy work environment is necessary for Hotel Rosewood London.
 Avoiding breach in course of employment- breach can be in form of harassment,
victimisation, and physical violence by employer or employee, theft by employee. It is
the employer who shall look and avoid this type of situation at workplace
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4.2 Key aspects of discrimination legislation
It is lawful to have certain rules and regulations at workplace unless they cannot be
justified. Discrimination at the workplace means not to treat each and every employee with
equality. To treat someone with more favour and someone unfairly. The discrimination can br in
any form.
Direct discrimination- this means to treat someone with protected characteristic, means
to treat that person unfavourably then others in the organisation.
Indirect discrimination- rules and regulation or arrangements are set in an organisation
and are applied evenly to everyone but then to put someone with protected characteristics and
giving them disadvantage over others.
Harassment- to violate someone's dignity and creating an offensive work environment to
him or her. This can be sexual, mental or physical.
Victimisation- to treat someone unfairly because they have complained about
discrimination or harassment at workplace
Key aspects of Discrimination Legislation
The discrimination legislation in UK is governed by Equality Act 2010. The act lays
down regulations for work place discrimination with employees. The legislation is stated below:
1. An employer must not discriminate a person against-
 An arrangement of offering employment to a specific person
 By not offering an employment to a person
 Laying specific terms for employments
2. An employer must not victimise a person-
 On offer of employment
 Laying specific terms for employment.
 By not offering employment
 By dismissing employee
3. An employer must not harass a person-
12. Who is under employments of hid employee
13. Or applied to him for an employment
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4. The employer has a duty to make reasonable changes/adjustments whenever required and are
rational.
5. An employer must not discriminate against an employee of his employee as to
10. offering an employment
11. Laying specific terms of employment
12. not offering and employment
6. An employer must not victimise an employee of his employee as to
13. offering an employment
14. Laying specific terms of employment
15. By not offering and employment
16. By dismissing the employee
7. Regulations relating to dismissal of an employee-
An employer can terminate the employment of the employee in case of
 Expiration of period of his/her employment
 Such a conduct of an employee that entitles the employer to terminate his employment
without notice.
8. The specific conditions for employment which are counted as discrimination does not apply in
case of pregnancy and maternity condition of an employee.
CONCLUSION
From the above report we can conclude that Hotel Rosewood London keeps a healthy and
safe environment for its employees as well as its guests. For the interest of its guest it has taken a
premise licence and also follows the consumer protection regulation. It complies with all the
safety and hygiene legislation that keeps a good workplace environment and a secure place to
stay for guests. For the betterment of the employees and their development it follows all the
arrangement and legislation made by the statues. To give employee a safe and progressive
working environment it also prefers a non discrimination policies at workplace. All these efforts
together provide a healthy and safe workplace to employees and a well equipped and safe,
hygiene place to stay to guest.
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REFERENCES
Books and journals
Chaplin, L. and TJ O’Rourke, S., 2014. Lean Six Sigma and marketing: a missed
opportunity. International Journal of Productivity and Performance Management. 63(5).
pp.665-674.
Franklin, T., 2016. Brown v. Delta Tau Delta: In a Claim of Premises Liability, How Far Should
the Law Court Go to AChaplin, L. and TJ O’Rourke, S., 2014
Hollands, G. J and et.al., 2015. Portion, package or tableware size for changing selection and
consumption of food, alcohol and tobacco. status and date: New, published in. (9).
Kozlowski, L. T. and Sweanor, D., 2016. Withholding differential risk information on legal
consumer nicotine/tobacco products: the public health ethics of health information
quarantines. International Journal of Drug Policy. 32. pp.17-23.
Lan, T., Pickles, J. and Zhu, S., 2015. State regulation, economic reform and worker rights: The
contingent effects of China’s labour contract law. Journal of Contemporary Asia. 45(2).
pp.266-293.
Moore, S. C. and et.al., 2017. The Effectiveness of an Intervention to Reduce Alcohol‐Related
Violence in Premises Licensed for the Sale and On‐site and Consumption of Alcohol: A
Randomised Controlled Trial. Addiction.(10).
Negrusa, B and et,al., 2016. Scope of practice laws and anesthesia complications: No
measurable impact of certified registered nurse anesthetist expanded scope of practice on
anesthesia-related complications. Medical care. 54(10). pp.913-920.
Ng, T. W. and Feldman, D.C., 2015. Felt obligations to reciprocate to an employer, preferences
for mobility across employers, and gender: Three-way interaction effects on subsequent
voice behavior. Journal of Vocational Behavior, 90. pp.36-45.
Pfeffer-Gillett, A., 2016. When disruption collides with accountability: holding ridesharing
companies liable for acts of their drivers. Cal. L. Rev.104. p.233.
Walsh, G., 2016. Anti-Discrimination Legislation and Regulation of Employment Decisions of
Religious Schools in Australia. In Religion and Equality .(pp. 91-112). Routledge.
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Online
Consumer protection from unfair trading. 2018. [Online]. Available through
:<https://www.gov.uk/government/publications/consumer-protection-from-unfair-
trading-regulations-businesses>.
Misleading information. 2018. [Online]. Available through
:<hangingminds.org/disciplines/negotiation/tactics/misleading_information.htm>.
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