Energy 14

CONTRACT WIN FOR EAST ANGLIA ONE

Marex Risk and Marine Consultancy (Marex) has been awarded the marine services contract for the East Anglia ONE windfarm off the Suffolk coast.

East Anglia ONE is the first operational offshore windfarm in a joint venture project between ScottishPower Renewables and Macquarie’s Green Investment Group (GIG).

The two-year contract with a one-year extension option covers all marine services for the operations and maintenance phase of the windfarm.

Marex, an Aberdeen-based risk management consultancy, has opened an office in Lowestoft to support the regional growth, which recognises the significant steps the company has been making in its diversification into green energy.

The move will create two jobs in the Great Yarmouth area, with expansion expected in future.

Wayne Henderson, managing director at Marex, said: “We are proud to be part of the East Anglia ONE project that is delivering such a significant impact on the UK’s low carbon future.

“Our experience and expertise in providing marine services will support ScottishPower Renewables in the efficient, safe and successful operation of the windfarm development.

“We have developed that expertise in over 20 years of offshore operation, and more recent work in the renewables sector. “This project is our first marine services contract in offshore wind and is a key step in our international growth and energy transition strategy.”

ScottishPower Renewables is part of the Iberdrola Group. Charlie Jordan, Iberdrola’s Offshore Wind Director for the UK and Ireland, said: “We’re really pleased to bring Marex on board and it’s great to welcome the business to Lowestoft to support our East Anglia ONE operations.

“More than half of the windfarm’s supply chain has been provided by the UK market, and more than £140million has been invested locally in companies working across the east of England. That’s clearly reaping the benefits for local people and communities.

“This contract award is a terrific example of the opportunities offshore wind can offer businesses and the supply chain across the UK, creating opportunities and supporting jobs, and is also testament to the agility and the responsiveness of businesses looking to expand and transition into the renewables market.

“It’s a really exciting time for the industry and having a dynamic supply chain that can support our growth and ambitions for a clean energy future is exactly what’s needed.”

The last two years has seen Marex expand its international reach, with more than 20 consultants in various locations worldwide.

It is continuing to expand its international presence to support not only oil and gas but also renewable clients.

The company has been supported in this by the Offshore Wind Growth Partnership (OWGP). Participation in the WEST programme in 2021 provided Marex the market intelligence, specialist advice and insight required to develop their confidence and crystallise their offering to the offshore wind sector, supporting them to successfully enter the supply chain.

It’s a really exciting time for the industry and having a dynamic supply chain that can support our growth and ambitions for a clean energy future is exactly what’s needed.

RETURNING TO THE WORKPLACE:

AWARENESS OF EMPLOYEE DISABILITIES

Now is a time of transition as employees return to the workplace either on a hybrid basis or for all their working time. The impact of the pandemic on some of your employees’ health may only come to light as employees move away from homeworking. Dermott Thomas, of Barker Gotelee, summarises employers’ responsibilities in relation to their employees’ disabilities and key areas to look out for in managing this transition.

What is a disability?

Employers should not wait for employees to tell them that they have a disability. Instead, you need to be alert to signs of disability. This could mean, for example, if an employee’s performance is below par and there are signs that they are feeling low, it may be appropriate to explore this with them, rather than moving straight to performance management. The employee may have depression which can be a disability under the Equality Act 2010. To be protected under the Equality Act 2010, the employee has to have a health condition which meets the statutory definition. This is a physical or mental health impairment which has a substantial and long-term adverse impact on the employee’s ability to carry out normal, day-to-day activities. You may need to ask the employee to attend an appointment with an occupational health advisor for advice.

What are my responsibilities?

In addition to your responsibilities for your employees’ health and safety while working (as set outlined in the Health and Safety Executive’s The basics

for your business

guidance), employers need to ensure that they do not directly or indirectly discriminate against a disabled employee. An important obligation on employers is to make reasonable adjustments to the workplace or an employee’s working arrangements that help accommodate their disability and allow them to work effectively. Employers also generally need to act reasonably so that they do not breach the mutual duty of trust and confidence, which can allow an employee to resign and claim constructive unfair dismissal.

Existing disabilities

If you are already aware of an employee’s disability, you need to ensure that any reasonable adjustments that were in place at home are still necessary, appropriate and effective in the workplace. Employees who work partly from home and have special equipment will need to bring it in to work with them. If that is not possible, for example if they have an ergonomic chair, they may need one at home and one at the workplace. Check with the employee if anything has changed while they were working from home. A condition may have worsened that may require additional reasonable adjustments. While working from home, the employee may have developed their own adaptations that help them work and they may wish to replicate these at the workplace. For example, this could involve an employee with a back problem breaking up the working day with lots of short walks.

Two important points with adjustments; consult with the employee and make sure that the workplace and working arrangements are ready for the employee’s return. It may be necessary to extend working from home until equipment or other adaptations are set up.

Covid impact on existing disabilities

The impact of the pandemic on mental health has been widely covered. Lockdowns, isolation and anxiety around coronavirus can worsen existing mental health conditions. For example, an employee’s depression may have become more severe and they may no longer be able to cope with full-time working and travelling to work. An employee with anxiety may find it very difficult to start commuting again on public transport. Requiring them to work full-time from the office may be discriminatory. You should discuss with the employee whether any adjustments can be made, such as changing working hours to allow them to travel at quieter times. You may need to consider allowing them to remain working from home, particularly if it is hard to justify insisting on a return to the workplace.

An employee with an underlying health condition may not have been able to be vaccinated, or the vaccine may not be as effective for them. If they are reluctant to return to the workplace, you may need to carry out an individual risk assessment. Before insisting on them returning, we can advise you to ensure that you do not discriminate or breach the mutual duty of trust and confidence between you and the employee.

New disabilities

Employees may have developed a health condition during the period of working from home. As part of your return-to-work

Dermott Thomas Partner & Specialist in Employment Law, Barker Gotelle, employment law solicitors in Ipswitch.