Hull City Council have appointed specialists in the renewable energy sector to assess the feasibility of the council’s corporate sites for installation of a number of green energy projects. The council are looking at installing rooftop solar photovoltaics (PV), solar farms, wind turbines and solar canopies across their corporate sites. Hull City Council have appointed the Locogen Group, award-winning specialists in the renewable energy sector, to assess the feasibility of the council’s corporate sites for installation of rooftop solar photovoltaics (PV) and solar farms. They are a UK-based company who develop, build, and operate renewable energy systems including wind, solar, and hydro (water) projects. Solar PV is the generation of electricity using energy from the sun. EvoEnergy Ltd will be assessing council vehicle car parks for the installation of solar canopies. They are a UK-based award-winning renewable energy company. They develop design, construct, monitor and maintain renewable energy systems including solar canopy structures, batteries and EV charging networks for public sector and private sector companies. Wardell Armstrong LLP will be in charge of assessing council sites for the installation of wind turbines. They are an environmental and engineering consultancy with over 180 years of experience in the sector. These projects form an important part of the council’s mission to become carbon neutral by 2030. The council becoming carbon neutral would mean that that any carbon emissions would be compensated by CO2 reductions or removals. You can find more information on the council’s vision for carbon neutrality here. The council aims to produce no carbon emissions by 2040. All three companies are market leaders in the renewable energy field. The studies undertaken will involve high-level desktop analysis, site visits and detailed project development. Councillor Rosie Nicola, portfolio holder for environmental services, said: “In 2019, the council made a commitment to become carbon neutral by 2030. The plans to install renewable, solar energy form an essential part of that plan and will help us get closer to that goal. “The installation of solar power would increase the council’s renewable energy production, decrease its reliance on power from other sources and increase local energy security and resilience. It could also have the potential to provide the council with a long-term, low-carbon source of revenue.” Kevin McKoen, Principal Consultant at Locogen, said: “We are delighted to help Hull City Council meet their carbon neutral objectives by 2030. Their dedication to this goal is admirable and something we hope other Councils will take inspiration from.” Diala Isid, Renewable Energy Consultant at EvoEnergy said: “We are proud to have been given the opportunity to support Hull City Council on their journey to become carbon neutral by 2030. This study will demonstrate the capability of solar canopies and the potential benefits it can provide to reduce reliance on grid energy, provide a greener source of energy and improve driver’s experience. Hull City Council is setting a fantastic example in the drive towards creating a more sustainable future.” Ian Gillard Associate Director – Energy & Climate Change at Wardell Armstrong said: “Wind energy is a mature renewable energy source that has been successfully deployed in many countries. The Intergovernmental Panel on Climate Change estimate wind power could grow to meet more than 20% of global electricity demand in 2050. This shows the importance of investing in and scaling up wind power capacity.”

Hull City Council and City Healthcare Partnership (CHCP) CIC have commissioned a new service to reach out to family carers in the area. The pilot project with Mobilise launched on Tuesday 1 February. It uses social media and digital marketing to help to find and identify ‘unpaid carers’, connecting them immediately with others in a similar position, and providing relevant, timely support. Many Hull residents who provide unpaid care are not accessing the support available to them. Many people do not see themselves as carers because they are simply doing what they can for a relative, a friend or a neighbour who needs them because of their disability or illness. Mobilise will work alongside the existing support provided by The Carers Information and Support Service Hull. They offer a range of online support, from website guides, regular contact through emails, guide to caring e-course to ‘virtual cuppas’ and even individual support calls – seven days a week. Councillor Gwen Lunn, Portfolio Member for Adult Services and Public Health at Hull City Council, said: “We want to identify more carers and provide additional support, particularly during the difficult winter months, so carers can continue to provide their crucial care and enjoy positive lives. Mobilise is a great way for people to connect and receive support from others who can relate to their similar and shared experiences.” Lee, 55, a family carer who supports his sister who is a stroke survivor and her son who has psychosis said: “Mobilise is unique, real people with real experience are there to help make a real difference in how I support my loved ones who have health challenges.  Everyone who cares for a loved one would do well to connect with Mobilise.” Suzanne Bourne, Co-founder and Head of Carer Support at Mobilise, stated: “There are carers out there who may need advice who are not currently accessing it. Creating a Mobilise carer peer support network in Hull will see an improvement in their wellbeing. Carers are less likely to reach breakdown and require emergency assistance.”

Business Immigration law expert, Anna-Elise Harvey of Clarion, is making businesses in the region aware of the Government’s forthcoming changes to right to work checks which will require them to adapt their processes in order to ensure compliance. From 6 April 2022, employers will no longer be able to accept physical right to work documentation from certain categories of new employees, but will instead have to undertake checks on their right to work in the UK using the Home Office’s online system.

The legal change is part of the Government’s move to digitalisation and applies to new employees who hold status on a Biometric Residence Permit or a Biometric Residence Card, or who are frontier workers. Retrospective checks will not be required for those who have presented these types of documents on or before 5 April 2022, provided the checks were done in line with the guidance at the time.

“While in the long term this move online should make the checking process easier for employers, we’re conscious that some business owners and HR professionals may not yet be aware of it,” explains Harvey. “As well as needing to adapt their own systems and implement appropriate training for staff performing these online checks, they may also be faced with the practical issue of making new job applicants understand why their physical documents can no longer be accepted. For some applicants, there could be issues around getting online access or technical challenges to overcome.”

Harvey continues: “This is just one of a number of changes expected in the coming months as the UK adjusts to its new position in the world post-Brexit, and it highlights the need for businesses which regularly recruit from overseas to keep abreast of this complex area of law. Given the risk of incurring fines of up to £20,000 per illegal worker, losing their sponsor licence and even criminal sanctions in extreme cases, it is vital that employers regularly review their processes and ensure staff are fully trained. For this reason, Clarion is hosting a webinar in March to consider where we are just over a year on from the introduction of the new immigration system, to address some of these issues and provide practical advice for employers.

“With such a competitive employment market, increasing numbers of businesses, particularly in the IT, leisure and healthcare sectors, are looking for skills overseas – employers need to understand the consequences of the end to freedom of movement both to and from the EU, and to have access to specialist resources and knowledge if they are to safely navigate through this fast-changing landscape and ensure compliance.”

During 2022, a number of other changes are expected. After positive feedback on the Covid-adjusted right to work checks using video calls and scanned documents, these have been extended until 5 April 2022. An announcement is awaited about whether this will be extended again, or if the Home Office is ready to unveil a tool to enable employers to check a wider range of employees’ right to work statuses online.  

It is the Home Office’s intention to introduce a new digital right to work check solution to include many who are currently unable to use its online checking service, including UK and Irish citizens. This will include permitting digital identity verification via authorised third parties for a fee. Their view is that this will enable checks to continue to be conducted remotely, but with enhanced security – a popular move for many employers, although some are concerned about what the introduction of a paid-for service will mean. 

Another likely change will be the introduction of a ‘Global Business Mobility visa’ which is expected to combine and reform some of the existing business immigration routes, with the aim of providing more options for sending personnel from eligible overseas companies to the UK. In addition, a new ‘high potential’ individual visa route is being touted – although the criteria are as yet unknown, they are likely to be linked to top qualifications from high-ranking universities across the world, and may not require a job offer.  

Harvey continues, “With some employers still unaware that they are legally required to perform right to work checks for all new employees, including British citizens, this is an often misunderstood and neglected area. Over the next two years, we’re expecting a host of announcements, including rolling IT changes and updates expected for sponsors, so it’s more important than ever that businesses protect themselves, keep up to date with changes, and mitigate risk by seeking expert advice.”

£850 million worth of COVID-19 support grants are still available nationally and firms in England have been encouraged to apply by Business Minister, Paul Scully. The funding has been made available by government to councils in England for them to provide to businesses in need in their local area. Businesses are encouraged to apply to their local council for the funding. The funding is made up of £556 million available through the £635 million Omicron Hospitality and Leisure Grant (OHLG) scheme, which launched in January 2022, and a further £294 million through the Additional Restrictions Grant (ARG) scheme which has been paying out funding since November 2020. The OHLG scheme provides businesses in the hospitality, leisure and accommodation sectors with one-off grants of up to £6,000 per premise, supporting those that had been most impacted by the Omicron variant. To provide further support to other businesses, the ARG scheme provides councils with funding they can allocate at their discretion to businesses most in need, such as personal care businesses and supply firms. The government encourages councils to provide the funding to businesses as quickly as possible. Small Business Minister Paul Scully said: “We’re working to get our economy running on all cylinders again so we can focus on making the UK the best place in the world to work and do business, creating jobs along the way. “Eligible businesses should apply as soon as possible for the grants available to help them put the pandemic behind them and get on a sounder footing to achieve success.” The government has provided support for businesses throughout the pandemic, including VAT cuts, business rates holidays and government-backed loans all collectively worth around £400 billion. The £22 billion of grant support to businesses during the pandemic is made up of several support schemes including for small businesses and local restrictions support.