The Fire Door Association is reportedly being built to connect every part of the industry – from manufacturers and suppliers through to installers, inspectors, Responsible Persons and building owners.

However, before anything is finalised, one principle is guiding the approach from the Fire Door Association: “This must be shaped by the industry itself”.

That’s why the immediate focus has been the creation of an industry consultation survey – designed to capture honest insight from across the sector.

The FDA want to understand:

• What’s working well
• Where the real challenges sit
• What support would provide the greatest value
• And what you need from an association going forward

The FDA says this isn’t about duplication – it’s about creating something that is said to genuinely reflect the realities of those working with fire doors every day – across the full lifecycle.

Whether you’re involved in manufacturing, specification, installation, inspection, maintenance or ownership, your perspective matters to the FDA.

The survey takes just a few minutes and will play an important role in shaping the future of the industry.

The deadline to share your insights has recently been extended, and now closes on 10 April 2026.

Click here to complete the survey

“If we want a stronger, more aligned and more effective fire door sector…it starts with listening”, the FDA concluded.

The post Introducing The Fire Door Association appeared first on PiGs.

Recognising that a healthy and happy workforce is directly linked to service excellence, Window Ware integrated the wellbeing activities around its usual day-to-day operations.

This careful planning reportedly ensured the team could focus on their physical and mental resilience without interrupting the renowned, first-rate service provided to customers. Window Ware said the dedicated day was a clear demonstration of its commitment to fostering a supportive, high-performing work environment.

The schedule was packed with diverse activities designed to appeal to both mind and body. Wellness options included head, neck & shoulder massages, access to stress relief resources and breathing techniques, and a smoothie station offering fresh, healthy drinks throughout the day.

For physical health, employees could book mini health checks (covering blood pressure, BMI, and artery health). The team also enjoyed a guided autumnal walk around the picturesque Fenlake Meadows in Bedford, a great opportunity for fresh air and recharging.

Crucially, the event maintained its core safety focus with a practical defibrillator demonstration led by a member of the health & safety committee, ensuring the team is equipped with essential emergency skills.

“We fundamentally believe that when our team feels good, our service shines,” said Samantha Nuckey, Window Ware’s Managing Director. “Taking this time to invest in the health and happiness of our people is an essential part of supporting the team, and that dedication ultimately flows into the strong, reliable service we provide. The enthusiasm of the team made the day a resounding success.”

For more information about Window Ware, visit: Window Ware: The UK’s Leading Fenestration Distributor

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After receiving the gold-standard for nine consecutive years between 2010-2019, Deceuninck can now add another President’s Award to its trophy shelf, after achieving the accolade for the past five years.

The RoSPA Health and Safety Awards are among the most respected industry schemes worldwide, recognising organisations that demonstrate excellence in the management of occupational health, safety, and wellbeing. Deceuninck’s continued success reflects its strategic focus on embedding robust safety processes into its daily operations.

“Health and safety is integrated into every one our processes”, said Darren Woodcock, General Manager at Deceuninck. “The consistency demonstrated by our teams in achieving this award ensures that we maintain safe and reliable manufacturing standards, minimising any potential disruption for our customers.”

Deceuninck also holds ISO 45001 for health and safety, ISO 9001 for quality management, and ISO 14001 for environmental management. And according to Darren, aligning day-to-day operations with these recognised standards, alongside the frameworks set out by RoSPA, has helped streamline processes and improve collaboration across teams.

Darren added: “Running our business to these standards isn’t just about ticking a box – it’s made a real difference in how we work together, making our operations smoother and more efficient, which ultimately benefits our customers.”

For more information, visit: https://www.deceuninck.co.uk/en-gb/business-kit-powered-by-deceuninck

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In the glazing industry, health and safety risks are part of daily operations, whether you’re handling large sheets of glass, working at height, or navigating busy construction sites. That’s why risk assessments aren’t just a legal requirement, they are a critical tool to protect your workforce.

What is a risk assessment?

A risk assessment is the process of identifying potential hazards in the workplace, evaluating the likelihood of harm, and applying measures in places to reduce or eliminate those risks. For glazing businesses, this could cover tasks such as transporting glass, using cutting tools, installing windows at height or working in unpredictable weather conditions.

Why a risk assessment matters for glazing businesses

1. Having a risk assessment prevents injuries and saves lives!
   Glass is an unforgiving material. Improper handling or installation can lead to serious injuries. A thorough risk assessment helps identify these dangers in advance and applies control measures to keep workers safe.

2. Having a risk assessment meets legal responsibilities:
   The Health and Safety at Work Act 1974 and associated regulations require employers to manage risks effectively. Failing to carry out proper risk assessment could lead to enforcement action, fines or even prosecution.
3. Boost Efficiency and Productively:
   When teams understand the safest way to carry out tasks, they work more confidently and efficiently. Good risk management often uncovers better ways of working reducing accidents.
4. Protect your reputation:
   Clients, contractors, and insurers look for businesses that take safety seriously. Demonstrating a proactive approach to risk assessment sets your company apart as a responsible, reliable partner.

Risk assessments are not a tick-box exercise, they are there for your team’s safety and your company’s success. In a high-risk industry like glazing, staying ahead of hazards with regular, thorough assessments is essential. Make health and safety a habit, not a hurdle.

Peninsula is a leading provider of Employment Law, Human Resources (HR), and Health & Safety consultancy services and today supports more than 30,000 businesses of all sizes across the UK and Ireland, alongside branches in Australia, New Zealand and Canada.

Contact Mark Witcomb, Regional Sales Manager from Peninsula by email or call on his mobile 07800 918679 for more information about how Peninsula can benefit your business. 

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Since October 2024 most of the focus has been on the Government’s Employment Rights Bill, which is progressing at speed through the parliamentary process and tipped to receive Royal Assent this summer.

However, the Bill was just one of many commitments the Government made as part of their Plan to Make Work Pay. One of the other big commitments was to bring in a single minimum wage rate for all workers over the age of 18 – currently, 18- to 20-year-olds have a lower minimum rate to 21-year-olds and over.

In the Low Pay Commission’s (LPC) 2024 report they committed to consulting on the best way to achieve implementing the single rate. And now, they have launched a consultation seeking views on how the National Living Wage (NLW) rate can be extended to cover all workers aged 18 and over.

What are the proposals?

In the consultation, the LPC outlines two potential options for lowering the age of entitlement to the NLW. These are:

• Reduce the age of entitlement by one age group at a time. First extending the NLW to 20-year-olds, then 19-year-olds, then 18-year-olds.
• Increase the 18- to 20-year-old rate faster than the NLW over a number of years until the two are aligned.

Both options would involve a significant increase in the wage floor for 18- to 20-year-olds, with the scale of which depending not only on the option taken, but on how quickly the transition is made. Although no set timeframes have been given, the LPC explore multiple timeframes with full transition completed anywhere between 2027 and 2029 – meaning it could be less than two years before all workers over the age of 18 are paid the same NLW rate.

What do they want to know?

In order to achieve the extension of the National Living Wage, the LPC are seeking evidence and views on various areas including:

• the impact of reducing the age threshold for the NLW
• any benefits or risks associated with either option
• views on the pace of the transition
• the impact on the gap between the 16- to 17-year-old rate and the 18- to 20-year-old rate.
• how the impact of the transition should be evaluated

The consultation, which is also seeking input to shape the LPC’s recommendations on minimum wage rates for 2026, closes on 30 June 2025. Whilst there is no immediate change, it is clear this is another commitment the Government intends to progress at pace.

Those wishing to respond should do so via the online consultation platform or via e-mail to lpc@lowpay.gov.uk.

Peninsula is a leading provider of Employment Law, Human Resources (HR), and Health & Safety consultancy services and today supports more than 30,000 businesses of all sizes across the UK and Ireland, alongside branches in Australia, New Zealand and Canada.

Contact Mark Witcomb, Regional Sales Manager from Peninsula by email or call on his mobile 07800 918679 for more information about how Peninsula can benefit your business. 

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The Building Safety Act 2022 represents a fundamental shift in how safety is approached in the construction and built environment sectors, including the glazing industry.

Triggered by the tragic Grenfell Tower fire, the Act introduces stricter safety standards, greater accountability, and long-term responsibilities for those involved in building design, construction, and maintenance. For glazing professionals, whether contractors, suppliers or installers, this legislation carries significant implications that must not be overlooked.

Why the glazing industry should care

Glazing plays a critical role in a building’s overall fire safety, structural integrity, and energy efficiency. Poorly installations and glazing systems can contribute to the spread of fire, compromise escape routes, to fail under high temperatures. With the Act enforcing stricter standards an accountability, glazing companies can no longer view their work in isolation. They are now part of a regulated system that demands clear documentation, traceability and competency.

Key considerations for Health and Safety

Under the Act, all those involved in the construction process, including glazers, must demonstrate competence. This means up-to-date training, verification, and awareness of relevant safety codes and regulations. Companies must be able to prove that their teams are qualified to carry out work to the required standard and understand how their work impacts the safety of the entire building.

The requirement to maintain a “golden thread” of information, detailed, accurate records covering design, material, installation and maintenance, means glazing companies must document every aspect of their contribution. This includes product specs, installation methods, and compliance checks. Failure to do so not only jeopardises safety but could also lead to legal consequences.

Accountability and Legal Risk

Perhaps most crucially, the Act introduces personal and corporate liability. If a glazing firm breaches safety requirements, its senior management could be held personally accountable if negligence. Claims can also be brought decades later, up to 30 years, which means decisions made today must stand the test of time.

The glazing sector must treat health and safety as a central concern, not just comply with the law, but to protect lives. Adhering to the new standards is not just a regulatory requirement, it is a professional and ethical obligation.

Peninsula is a leading provider of Employment Law, Human Resources (HR), and Health & Safety consultancy services and today supports more than 30,000 businesses of all sizes across the UK and Ireland, alongside branches in Australia, New Zealand and Canada.

For more information about how Peninsular can benefit your business, contact Mark Witcomb, Business from Peninsula direct by email or call on mobile 07800 918679

The post Building Safety Act insights for the glazing industry appeared first on PiGs.

Back in October 2024, the Government laid out its plans to deliver on their pre-election promises under the ‘Plan to Make Work Pay’. This came in the form of the Employment Rights Bill, which if implemented, will bring sweeping changes to employment law in Great Britain – cited as being the biggest upgrade to workers’ rights in a generation.

The Bill focuses on five key areas; pay, time-off, equality, contracts, and enhancing existing protections. Whilst some of the finer detail has yet to be outlined, the Bill includes proposals to:

• Make unfair dismissal protections a day-one right
• Give employees access to parental and paternity leave from day one of employment and introduce a right to bereavement leave
• Increase the number of workers eligible for Statutory Sick Pay by removing the Lower Earnings Limit and making it payable from the first day of absence
• Give zero-hour worker’s a right to a contract that reflects their ‘usual’ working hours
• Limit the use of ‘fire and rehire’ to very limited circumstances
• Enhance Trade Union rights

And much more – these are just some of the key areas. In full, the Bill contains almost 30 different reforms.

Where are we now?

After passing through the parliamentary stages in the House of Commons, the Employment Rights Bill is now making further progress towards becoming law, continuing its journey through the House of Lords.

During the process so far, the Government have proposed a series of amendments, mainly in response to consultations carried out last year. These are now being progressed in the amended version of the Bill. Over 200 amendments were made by the government, resulting in the current version of the Bill being almost double the size it was when originally introduced to Parliament. Now at over 300 pages in length, the potential impact on businesses countrywide is vast.

The amendments cover reforms to workers’ rights, including (but not limited to) Statutory Sick Pay, agency workers’ rights, collective consultation, and trade union rights.

Let’s take a look at some of the key developments.

Statutory Sick Pay

The Bill now proposes that statutory sick pay will be paid to all workers from the first day of sickness at a rate of either 80% of weekly earnings, or the flat rate, whichever is lower. This means those workers who earn under the Lower Earnings Limit will be entitled to up to £100 per week more than they are under the current system. The impact of this change cannot be understated. Sickness absence will cost businesses more, with the government’s own estimations showing a cost of £1.07bn.

Zero-hour and agency workers

Additionally, the previously proposed additional rights for those on zero and low-hour contracts will now be extended to cover agency workers too. This means the end hirer will be responsible for offering a guaranteed hours contract to agency workers who have worked for them over a yet to be defined period of time. On top of this, agency workers will be entitled to compensation where shifts have been changed, moved, or cancelled without ‘reasonable’ notice.

Collective consultation

Although not a change to any laws businesses must follow, the Bill now proposes to increase the protective award a tribunal can make where employers have failed to follow their collective consultation obligations in large redundancy or fire and rehire situations. Under the proposals, the amount will increase to up to 180 days’ pay from up to 90 days’ pay.

Fair Work Agency

Under the Bill, the Government will introduce a new regulatory body, which will be known as the Fair Work Agency. This agency will have the power to bring employment tribunal claims on behalf of individuals, provide legal support and assistance to those who have brought a claim themselves and enforce the payment of statutory payments to employees.

The Government confirmed that further detail on the Bill’s proposals will be outlined in later regulations and there will be further consultations later this year on some aspects of the Bill. This will include topics such as collective consultation thresholds where redundancies are being made at more than one establishment within a business.

It is yet to be confirmed if or when the Bill will become law, however if the current trajectory remains it could do so before parliament breaks for summer recess this year. If this is the case, we may see some of the reforms come into effect as early as October 2025.

Peninsula is a leading provider of Employment Law, Human Resources (HR), and Health & Safety consultancy services and today supports more than 30,000 businesses of all sizes across the UK and Ireland, alongside branches in Australia, New Zealand and Canada.

For more information about how Peninsular can benefit your business, contact Mark Witcomb from Peninsula direct by email or call on mobile 07800 918679

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Introducing the Maple RF625 and Anaheim RF620. These boots are said to not only provide top-notch safety features but also deliver a style that sets you apart on the job site. More than just safety footwear, they’re a ‘statement of style and responsibility’.

The Rock Fall brand is said to be continuing to embrace a more athletic look into its safety footwear. Sleek, low-profile designs are perfect for those who want to maintain a professional appearance without compromising on safety.

Skateboarding has always been about pushing boundaries, whether in tricks or style. Drawing inspiration from skater footwear, Rockfall has created safety boots that combine the best of both worlds: rugged protection and a timeless aesthetic. The result is two boot styles that allow you to express individuality while keeping feet safe and comfortable at work.

These safety boots are constructed with premium quality materials, featuring water-resistant nubuck leather uppers available in honey or black colours. They are designed to withstand tough work environments.

Slip-Resistant Outsole: Safety is Rockfall’s top priority. These safety boots have a specially designed slip-resistant outsole made from EPR/Nitrile Rubber that provides excellent traction on various surfaces, reducing the risk of slips and falls.

Anti-perforation protective midsole: Exclusively crafted from para-aramid materials and developed by Activ-Step Footwear components, providing essential on-the-job safety.

Heel counter: Both styles incorporate brand new 60% recycled TPU internal heel counter.

Activ-Step Bio-Based Footbed: Superior shock absorption properties result in reduced fatigue for the wearer. Made from 73% natural rubber and a 100% recycled post-consumer polyester sock liner, certified by the USDA BioPreferred Programme.

Composite Toe Protection: Protects feet from heavy objects and accidental impacts with our composite toe feature, meeting all necessary safety standards while maintaining a lightweight feel.

Scuff Cap: A necessary and essential requirement.

Comfortable Fit: Inspired by the comfort of skate shoes, our safety boots include cushioned insoles and padded collars, allowing for all-day wear without sacrificing style. Collar lining is made with 100% recycled post-consumer polyester, keeping with our sustainable practices.

Cushioned EPR midsole protection: The integrated EPR layer offers outstanding shock absorption, minimising foot fatigue and protecting your body from impact.

Aesthetics: The choice of honey or black colours and classic designs reminiscent of the retro skateboarding scene make these boots perfect for individuals who want to make a statement both on and off the job without compromising style for personal safety.

In today’s world, safety footwear workwear doesn’t have to be boring. Gone are the days when safety footwear was just about protection. Today’s innovate designs and sustainable materials are transforming the landscape of safety footwear.

Rock Fall is continuing to focus on creating styles with options to cater to the needs of a modern workforce who are spending long hours on the job without sacrificing safety.

Rockfall says the Maple RF625 and Anaheim RF620 skater safety boots are a game-changer in safety footwear.

Whether you work in construction, logistics, agriculture, automotive, or other industries, these two new styles will keep you safe on your feet and complement your personal style both on and off the job!

The shoes will be available from mid-February 2025.

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