David Ashplant: The Bribery Act

-

The Act aims to improve the UK’s record on prosecuting bribery. The Act makes it an offence to:

  • bribe another person;
  • be bribed;
  • bribe a foreign national; and
  • for a commercial organisation to fail to prevent bribery.

This last offence has prompted much concern. A commercial organisation is guilty of an offence if a person “associated” with it (such as an agent) bribes another person. The offences can be committed in the UK or overseas. An organisation will automatically be guilty of a criminal offence where a bribe is paid on its behalf. There is a defence if it can show that it had in place adequate procedures designed to prevent bribery.

The penalties are imprisonment and/or an unlimited fine. Companies which have been convicted under the Act could be debarred from tendering for public sector contracts and may be blacklisted in other countries such as the USA.

There are some steps you can take to reduce risk:

HRreview Logo

Get our essential weekday HR news and updates.

This field is for validation purposes and should be left unchanged.
Keep up with the latest in HR...
This field is hidden when viewing the form
This field is hidden when viewing the form
Optin_date
This field is hidden when viewing the form

 

  1. Do a risk assessment: certain countries and industry sectors are more prone to bribery than others.
  2. Prepare and implement anti-bribery policies and procedures and train relevant staff.
  3. When dealing with third parties carry out due diligence on their background. Check if your agent has satisfactory anti-bribery policies in place.
  4. Review standard form agreements for anti-corruption provisions.
  5. When acquiring companies your due diligence needs to be rigorous. If you buy one which is then found to have been involved in bribery its value may be much reduced.
  6. Existing joint ventures and joint-venture partners should be subject to review for their anti-bribery policies.
  7. Be aware of any facilitation or “grease” payments being made by or on behalf of the company, as these will also shortly be outlawed.

 

David Ashplant is a Partner at Lester Aldridge LLP

David’s main areas of work are:

Company and business acquisitions and disposalsJoint venturesIT and technology contractsIntellectual property licensingEU and competition lawDistribution and agency agreements

David works with companies based in the UK as well as internationally, particularly in Europe and the USA.
Recognised by the Good Lawyer Guide 2010 for outstanding legal practice

Email david.ashplant "@" LA-law.com
Service Areas
Corporate and Commercial
Intellectual Property, Technology, E-commerce and IT

Latest news

Lucy Standing: Older workers are back in the centre of the hiring debate – ready to lead the response?

For HR leaders, the argument is simple: the people being filtered out of your hiring process are not past their best.

One in 10 women quit work after pregnancy loss, report finds

Research suggests inconsistent workplace support following pregnancy loss and maternity leave is contributing to resignations and poorer mental wellbeing.

Fear of becoming obsolete grips workers as AI reshapes careers

More than two in five workers worry their skills could become outdated as AI reshapes hiring demands and increases pressure to keep learning.

Ford rehires 350 engineers after AI fails to deliver

Carmaker says veteran engineers have helped improve quality, mentor younger staff and retrain AI systems after automated checks fell short.
- Advertisement -

Low harassment reporting may hide workplace misconduct, employers warned

Low workplace harassment reporting rates may reflect a lack of trust in reporting systems rather than an absence of misconduct, new research suggests.

Jennifer Liston-Smith joins Halo Workplace Nurseries board

HRreview columnist Jennifer Liston-Smith has joined Halo Workplace Nurseries as chief purpose officer to help develop its workplace nursery compliance platform.

Must read

Alex Perry: How to support a colleague affected by cancer

Bupa's Alex Perry talks through simple strategies HR managers can put into place to support employees diagnosed with cancer.

Richard Kelly: are workplace wellness programmes taken seriously enough?

Richard Kelly proposes four compelling reasons to encourage business involvement in wellness programmes and initiatives.
- Advertisement -

You might also likeRELATED
Recommended to you