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

Helen Wada: Why engagement initiatives fail without human-centric leadership

Workforce engagement has become a hot topic across the boardroom and beyond, particularly as hybrid working practices have become the norm.

Recruiters warned to move beyond ‘post and pray’ as passive talent overlooked

Employers risk missing most candidates by relying on job boards as hiring methods struggle to deliver quality applicants.

Employment tribunal roundup: Appeal fairness, dismissal reasoning, discrimination tests and religious belief clarified

Decisions examine appeal failures, dismissal reasoning, discrimination claims and religious belief, offering practical guidance on fairness, causation and proportionality.

Fears of AI cheating in hiring ‘overblown’ as employers urged to rethink assessments

Employers may be overstating concerns about AI misuse in recruitment as evidence of candidate manipulation remains limited.
- Advertisement -

More employees use workplace health benefits, but barriers still limit access

Many workers struggle to access employer healthcare support due to confusion, costs and unclear processes.

Gender pay gap in tech widens to nine-year high as AI roles drive salaries

Women in IT earn less as salaries rise faster in male-dominated AI and cybersecurity roles, widening pay differences.

Must read

The gig economy – what’s next for workers rights?

A popular definition of the gig economy is that it is "a labour market characterised by the prevalence of short-term contracts or freelance work, as opposed to permanent jobs". But what is next for gig economy working rights?

Beverlie Wilkinson: Making HR look good – a coach’s perspective on strategic partnerships

As an executive coach working with multiple organisations, I've witnessed firsthand how coaching partnerships can transform HR's impact.
- Advertisement -

You might also likeRELATED
Recommended to you