As HR professionals, you're already central to safeguarding your workforce — and in 2025, that responsibility will extend even further with the introduction of Martyn's Law, officially known as the Terrorism (Protection of Premises) Bill. This landmark legislation places new legal duties on venues and event organisers to proactively assess and prepare for terrorist threats. For HR teams in affected organisations, this isn't just about legal compliance — it's about culture, training, safety, and risk management.
Below is a practical guide to understanding what Martyn's Law requires, how HR professionals should respond, and what actions you can take now to ensure readiness.
What is Martyn’s Law?
Named in memory of Martyn Hett, a victim of the Manchester Arena attack, Martyn’s Law is designed to protect the public by ensuring that venues and public events are better prepared for potential acts of terrorism.
The law applies to any premises or event that is:
Open to the public
Has a capacity or expected attendance of 200 or more people
It introduces two tiers:
Standard Tier (200–799 people)
Enhanced Tier (800+ people)
The requirements vary based on tier but share a core focus: prevention, preparedness, and response.
The HR Checklist: What You Need to Do
1. Conduct a Terrorism Risk Assessment
Your organisation must formally assess the risk of a terrorist incident:
Identify potential attack methods (e.g., explosives, vehicle ramming, firearms).
Evaluate vulnerabilities — entrances, exits, gathering points.
Consider the potential impact on people, operations, and reputation.
Review annually or after major changes to premises, activities, or threat levels.
HR's role: Work with facilities and security teams to ensure the assessment reflects staffing arrangements and visitor protocols.
2. Develop and Maintain an Emergency Response Plan
This is your organisation’s blueprint for what to do if the worst happens:
Evacuation procedures and assembly points.
Communication systems for staff and emergency responders.
Coordination plans with neighbouring premises.
Test the plan regularly with drills and simulations.
HR's role: Lead or support drills, communicate the plan to staff, and include it in onboarding materials and employee handbooks.
3. Implement Security Awareness Training
All staff — not just security personnel — must be trained:
Recognising suspicious behaviour.
How and when to report concerns.
What to do in different types of emergency scenarios.
Enhanced Tier venues must deliver specialist training to staff with heightened responsibilities.
HR's role: Deliver and track training, refresh it annually, and ensure new starters are trained from day one.
4. Install Physical Security Measures (Enhanced Tier Only)
For larger venues, physical protections are also required:
CCTV and surveillance
Access control systems (e.g., ID checks, security barriers)
Trained security personnel
HR's role: Help define protocols for staff ID and access, and ensure workforce security measures align with legal and ethical standards.
5. Register with the Security Industry Authority (SIA)
Responsible individuals must:
Register the venue or event with the SIA
Submit documentation (risk assessments, response plans)
Use SIA-provided support to meet obligations
HR's role: HR leaders may be designated as “responsible persons” or will support those who are — ensure someone in the organisation owns this registration process.
Special cases HR should know about
Schools, places of worship, and similar buildings are automatically considered standard tier venues — even with fewer than 200 people.
Multi-use buildings, such as shopping centres or office complexes, require coordination between tenants and landlords.
Temporary events (e.g., large conferences, seasonal pop-ups) also fall under Martyn’s Law — so HR should be involved in planning and staffing.
What happens if you don't comply?
Enforcement lies with the SIA. Penalties include:
Significant fines
Criminal prosecution in serious breaches
Being proactive isn’t just smart — it’s essential.
Why this matters to HR
Martyn’s Law isn’t just a facilities or security issue — it's a workplace culture issue.
It affects how people feel at work.
It changes how you prepare your teams for the unexpected.
It shows that your organisation values the safety of both staff and the public.
From policy updates to training, from event planning to employee communication — HR will play a pivotal role in ensuring compliance and building resilience.
Final thought
Martyn’s Law is about more than legislation — it’s about honouring lives lost by preventing future tragedies.
By embracing your role in this, you make your workplace not only compliant but truly safer.
This article was created with insights from Lex HR - your always-on HR legal assistant. Lex HR helps HR professionals navigate complex employment law with confidence, providing real-time, reliable advice tailored to your needs. Try it free today and see how much easier compliance can be.
