HR Magazine quotes Jamie Cartwright on the Dubai chocolate craze and related allergen concerns in the workplace

As viral food trends infiltrate UK companies, and lines between personal consumption and workplace sharing are blurred, Jamie Cartwright, Partner, comments for HR Magazine on the associated health and safety challenges for HR professionals.

Jamie says:

The UK operates high levels of food safety standards and requirements, much of which continues to derive from EU law. There are legal requirements regarding the overall safety of food products and food labelling, fundamentally aimed at enabling consumers to make fully informed decisions about the products they purchase.

"Packaged products must include extensive information, such as the name of the product, manufacturer, place of origin, use-by date and ingredients – with a requirement to clearly and fully identify the presence of specific allergens present in the product.

"The Dubai chocolate viral craze creates complexities for employers.  An employer has the responsibilities and liabilities of a food operator where it provides food products to its employees.  In the context of corporate hospitality for clients, customers and contacts, providing gifts for free does not excuse or provide a defence against the need to comply with food safety and labelling laws.

"In the workplace, many employers already implement a no-nut policy and undertake risk assessments to account for allergen sensitivities, in accordance with Health and Safety legislation.  Employers will need to consider their own risk assessments and the level of risk around the influx of this product, if at all. The consequences of non-compliance can be severe, potentially leading to fines and prison sentences for operators in cases of serious failings.

"A significant complication with a product such as Dubai chocolate is that the ingredients typically contain both pistachio and tahini, both of which feature within the 14 prescribed allergies under UK allergen law under nuts and sesame.  This may be in addition to any other ingredients that may be present in the product. If an employer operates a nut ban in the workplace, Dubai chocolate would be captured under this prohibition.

Read the full piece in HR Magazine here.