This week FIS CEO, Iain McIlwee was asked to lead a workshop session at the Building Safety Regulator’s Industry Competence Committee (ICC) meeting.  The aim was to help those who are leading reform to the regulatory environment to gain an understanding of the issues/challenges that exist for subcontractors and consider how they can address these barriers to improving competence.  Iain was supported in this by Ruth Devine, President of the Electrical Contractors Association (ECA). 

Iain framed the session around the four core risks of contracting; design, time, cost and cash.   Within this he talked about the impact of contract amendments and commonly adopted procurement and payment practices.  The case was made that this is not aligning to the requirements of the new regulatory framework that is demanding a focus on duty and framed around “sufficient time and resource”. 

Iain also touched on the Responsible No approach and how this relies on a responsible response from the client.    In addition to legislative levers, Iain raised concerns about insurance how behaviours upstream are being driven by insurability of risk that is leaving gaps and adding to the pressure on contractors.

A copy of the presentation is available here. As ever we welcome your comments.

FIS also raise concerns with new Chief Construction Adviser

At a separate meeting of Build UK members this week, Iain was also able to address the new Chief Construction Adviser, Thouria Istephan.  Iain again raised concerns about the design process and asked how, in her new role, Thouria is engaging with the insurance industry to support a more responsible approach to managing risk from the outset of a project and making sure risk is fairly apportioned.

Find more about the FIS Responsible No campaign and the work FIS is doing to encourage responsible and compliant construction here.

FIS and The International Powered Access Federation (IPAF) have agreed a reciprocal membership, strengthening collaboration between the two organisations and supporting safer working practices across the construction and interiors sectors.

Through the arrangement, FIS members will gain access to IPAF guidance documents, Toolbox Talks and safety resources, supporting improved understanding of safe powered access use when carrying out temporary work at height. In return, IPAF will become a member of FIS, recognising its expertise and leadership within the finishes and interiors sector.

The agreement reflects a shared commitment to collaboration, evidence-based safety improvement, and recognising subject matter expertise across the construction industry, rather than duplicating guidance or resources.

Peter Douglas, CEO and Managing Director of IPAF, said:

“FIS approached IPAF to request more detailed accident data relating specifically to construction activities, recognising that many of their members regularly use smaller MEWPs such as push-around verticals and scissor lifts. By preparing a tailored report highlighting relevant accident statistics and learning points, we were able to support the FIS in better understanding the risks affecting their sector. This reciprocal membership is a positive example of how trade bodies can work together, by sharing data, guidance, and expertise to improve safety outcomes and ensure consistent, informed messages reach the workforce. I am looking forward to further collaboration in 2026.”

Iain McIlwee, CEO of FIS, said:

“The FIS Health and Safety Group had a busy year in 2025 as the work we do comes under ever closer scrutiny.  Our role in this is to help members develop a clear and consistent approach to safety.  This is particularly significant given the sector’s need to lean into contingent working and the impact this has on how people move around the sector.  In trying to provide holistic support, we need to consider all aspects of H&S.  Trying to do that on our own would be an impossibility.  When we reached out to IPAF the response was generous, rapid and comprehensive.  This kind of collaboration is critical – none of us have all the answers, but when we work together we can start to answer the many questions that specialists and their advisors have.  As the questions come in, the guidance will evolve and so, it was the obvious next step to structure our relationship so that together we can better support the sector in keeping people safe.”

Celebrating National Apprenticeship Week 2026

National Apprenticeship Week (NAW) 2026 is a week-long celebration during 9-16 February that highlights the boundless possibilities that can stem from apprenticeships.

FIS is committed to promoting the week and assisting all FIS members in their efforts to do the same. This year’s theme, “Skills for Life,” is a perfect opportunity to showcase the exceptional work done by our sector in training the next generation.

“Apprenticeships are a powerful tool for connecting people to meaningful careers and helping employers meet workforce demands,” said Beena Nana, FIS Head of Skills. “National Apprenticeship Week 2026 gives the sector the opportunity to celebrate our apprentices and encourage more individuals and businesses to explore apprenticeship as a pathway to success.”

The week will focus on the benefits apprenticeships can have on individuals, businesses, and local communities. We are calling on employers, training providers, individuals and communities to get involved by encouraging everyone to consider how apprenticeships can help to provide #SkillsForLife.

From virtual career fairs, myth busting talks, graduation ceremonies through to factory tours, the week has something for everyone. You will hear personal stories from apprentices and employers about their own journeys and experiences and why apprenticeships provide #SkillsForLife. We are keen to celebrate the diversity and value that apprenticeships bring to employers, apprentices and communities across England.

To support National Apprenticeship Week 2026 individuals, employers, training providers and communities can get involved by encouraging everyone to consider how apprenticeships can help build #SkillsforLife. A toolkit is available to support the apprenticeship community with planning their activity for the week.

You can keep up to date with National Apprenticeship Week updates by following Apprenticeships on LinkedIn and use the hashtags #NAW2026 and #SkillsForLife on social media activity.

To find out more about apprenticeships, visit: www.apprenticeships.gov.uk and for more information on National Apprenticeship Week visit https://naw.appawards.co.uk/

Collaborative Reporting for Safer Structures UK (CROSS) has published two new reports highlighting implementation failures associated with internal passive fire protection elements. The reports provide valuable insight into how fire safety measures can be compromised on site, often through overlooked, misunderstood, or novel points of failure.

The publications focus on:

• The use of self-drilling screws in the installation of fire dampers
• Fire compartmentation and structural integrity concerns

Both reports include expert panel commentary and are designed to help professionals across the built environment learn from real-world issues and improve future practice. FIS encourages members to review the findings carefully and consider how the lessons apply to their own projects.

CROSS operates as a confidential reporting system, enabling individuals working in the built environment to report fire and structural safety concerns anonymously. The aim is to share lessons learned, drive positive change, and raise safety standards across the industry.

FIS members are welcome to submit reports directly to CROSS. Alternatively, members who wish to discuss concerns in confidence, or who are unsure how to act, are encouraged to contact the FIS technical team for guidance and support.

Read the full reports:

• Use of self-drilling screws in the installation of fire dampers | CROSS
• Fire compartmentation and structural integrity concerns | CROSS

FIS maintains a list of critical safety alerts from CROSS and issued directly through FIS that are relevant to our community through our Building Safety Toolkit here.

Citation has shared an important legal update for employers following confirmation that the Employment Rights Bill has now passed through Parliament and becomes law on 18 December, formally enacted as the Employment Rights Act.

The Act represents the most significant overhaul of employment law in Britain in over 30 years (excluding Northern Ireland). While the legislation is now in force, the majority of changes will be introduced in phases from April 2026 through to 2027, following a series of government consultations and secondary legislation.

A Brief Overview

Originally introduced as a 158-page Bill, the legislation expanded to more than 330 pages during its passage through Parliament, proposing over 30 employment law reforms. Following extensive debate between the House of Commons and House of Lords, a final agreed version was approved this week.

Although the Act is now law, its provisions will not take effect immediately. The Government is running at least 26 consultations to finalise how employers will need to comply, with implementation staggered over the next two years.

Key Areas Employers Should Be Aware Of

Citation has highlighted three areas that are likely to have the most direct impact on employers’ costs and day-to-day operations.

Statutory Sick Pay – Changes from April 2026

The current three waiting days for Statutory Sick Pay (SSP) will be removed, meaning SSP will become payable from day one of sickness absence. In addition, the Lower Earnings Limit will be abolished, extending SSP entitlement to lower-paid workers.

Employers may need to budget for increased sickness costs and ensure absence management procedures are robust and consistently applied.

Unfair Dismissal – Reduced Qualifying Period from January 2027

The qualifying period to bring an ordinary unfair dismissal claim will reduce from two years to six months. The Government has indicated this will take effect from 1 January 2027, applying retrospectively to employees who reach six months’ service by that date.

This change places greater emphasis on recruitment decisions, probation management, performance documentation and manager training.

Expanded Duties to Prevent Harassment – From October 2026

Employers will become liable for harassment of employees by third parties, such as customers or suppliers, unless they can demonstrate that all reasonable steps were taken to prevent it. This duty will apply to all protected characteristics, not just sexual harassment.

Employers will need to actively assess risk, implement preventative measures and ensure policies are embedded in practice.

Indicative Implementation Timeline

Based on current Government commitments, key changes include:

April 2026

• Day one SSP entitlement
• Day one paternity leave and unpaid parental leave
• Establishment of the Fair Work Agency
• Increased whistleblowing protections
• Collective redundancy protective award extended

October 2026

Duty to prevent harassment (including by third parties)

Fire and rehire reforms

Extended tribunal time limits

Trade union access and recognition changes

January 2027 onwards

• Six-month unfair dismissal qualifying period
• Zero-hours contract reforms
• Enhanced protections for pregnant workers
• Flexible working and bereavement leave reforms
• Regulation of umbrella companies

Further Support

Citation has confirmed it will continue to support employers through the transition period with detailed guidance, webinars and practical advice as further clarity emerges.

FIS is sharing this update to ensure members are aware of the forthcoming changes and can begin early planning where appropriate.

For further information or tailored advice, members may wish to contact Citation directly or seek professional HR and legal guidance.

New findings published in Knowledge Share 001 by the Passive Fire Knowledge Group (PFKG) highlight a persistent challenge across construction projects: inadequate coordination of MEP services within compartment walls during the early design stages.

The PFKG report identifies that poor consideration of service positioning, separation distances and opening sizes often makes it difficult to install tested or certified penetration sealing systems later in the project. This can result in compliance risks, redesign, costly remedial works and delays during construction.

Recommendation: Improved Modelling and Early Coordination

To address this issue, the PFKG recommends the development of a modelling guide to support better MEP design coordination and architectural space planning. Early alignment between designers and specialists can ensure that services are correctly positioned and separated, and that openings are appropriately sized to allow compliant passive fire protection solutions to be installed.

New Early Design Guidance in Development

Building on this recommendation, the PFKG has partnered with the Association for Specialist Fire Protection (ASFP) to develop practical early design guidance that directly addresses these challenges.

The work is well advanced, and publication of the new guidance by the ASFP is expected early next year. The guidance will support designers, specifiers and contractors in delivering compliant, buildable solutions while helping to reduce risk and avoid unnecessary cost.

FIS maintains a list of critical safety alerts from CROSS, PFKG and issued directly through FIS that are relevant to our community through our Building Safety Toolkit here.