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New EU regulations to be introduced in June 2025 will ban cultural goods illegally exported from third countries from entering the EU. In addition, any party who imports cultural goods that originated outside the EU will face heightened due diligence requirements. The regulations are set to have a profound impact on dealers, collectors, and cultural institutions. Engaging with provenance research, legal advisors, and insurance professionals will be essential for anyone trading or collecting art.New EU regulation on cultural goods: risk implications and guidance

Managing the risks of data centre projects

Demand for data centre capacity is expected to grow fast rapidly in the next years, driven mainly due toby aArtificial iIntelligence (AI) advancements. To meet this demand, AI data centre capacity is projected to experience a compound annual growth rate (CAGR) of 40.5% through 2027, according to estimates from the International Data Corporation. Investors may put pressure on developers to deliver projects quickly as they are keen to reap the rewards. It is therefore paramount that developers have put in place a strict risk management process for each development phase in place to protect such high-value projects, and that they transfer excess risk to the insurance market.     Demand for data centre capacity is expected to grow fast rapidly in the next years, driven mainly due toby aArtificial iIntelligence (AI) advancements. To meet this demand, AI data centre capacity is projected to experience a compound annual growth rate (CAGR) of 40.5% through 2027, according to estimates from the International Data Corporation. Investors may put pressure on developers to deliver projects quickly as they are keen to reap the rewards. It is therefore paramount that developers have put in place a strict risk management process for each development phase in place to protect such high-value projects, and that they transfer excess risk to the insurance market.     

TA6 and TA7 Property Information forms: understanding the changes and implications

In March 2024, the Law Society issued a revised version to the TA6 and TA7 Property Information Forms. Although it will not become compulsory for conveyancers to use the updated TA6 form until 15 January 2025, adopting the form as soon as possible will minimise the risk of regulatory fines, and limit firms’ exposure under their professional indemnity insurance (PII).In March 2024, the Law Society issued a revised version to the TA6 and TA7 Property Information Forms. Although it will not become compulsory for conveyancers to use the updated TA6 form until 15 January 2025, adopting the form as soon as possible will minimise the risk of regulatory fines, and limit firms’ exposure under their professional indemnity insurance (PII).

Protecting the workforce: preparing for the new duty on employers to prevent sexual harassment

As part of a continued concerted effort to protect the rights of individuals and improve culture in the workplace, the Worker Protection (Amendment of the Equality Act 2010) Act 2023 (The Worker Protection Act’), effective 26 October 2024, requires employers to “take reasonable steps” to prevent sexual harassment in the workplace. While existing legislation (the Equality Act 2010) already prohibits sexual harassment in the workplace, the incoming legislation imposes a positive duty on employers to take steps to prevent the sexual harassment of employees while at work.

The Worker Protection Act provides that the duty can be discharged by taking reasonable preventative actions. Below, we explain what constitutes ‘reasonable’, and how employers can take the requisite steps to discharge the new duty. We also explore the likely impact of the new duty on an employer’s risk profile, and what Employment Practices Liability and Directors’ and Officers’ Liability insurers will likely want to understand about the approach taken by individual firms.
As part of a continued concerted effort to protect the rights of individuals and improve culture in the workplace, the Worker Protection (Amendment of the Equality Act 2010) Act 2023 (The Worker Protection Act’), effective 26 October 2024, requires employers to “take reasonable steps” to prevent sexual harassment in the workplace. While existing legislation (the Equality Act 2010) already prohibits sexual harassment in the workplace, the incoming legislation imposes a positive duty on employers to take steps to prevent the sexual harassment of employees while at work.

The Worker Protection Act provides that the duty can be discharged by taking reasonable preventative actions. Below, we explain what constitutes ‘reasonable’, and how employers can take the requisite steps to discharge the new duty. We also explore the likely impact of the new duty on an employer’s risk profile, and what Employment Practices Liability and Directors’ and Officers’ Liability insurers will likely want to understand about the approach taken by individual firms.
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