From laws on labeling foods for allergens, to the right of of students to self-carry epinephrine and as well airlines and entities to stock it on site, to disability and discrimination regulations, corporate liability and duty of care, there are a variety of food allergy and other dietary need-related laws and regulations around the world that meeting planners, hoteliers and caterers should be knowledgeable about and understand. Click the links below to learn more about these laws and regulations and where your duty of care lies.

Food Allergen Labeling and Consumer Protection Act (FALCPA)

The U.S. Food Allergen Labeling and Consumer Protection Act (FALCPA) of 2004 is an amendment that requires the labels of domestically manufactured or imported pre-packaged foods regulated by the FDA containing any of the major U.S.-declared food allergens—soybeans, wheat, milk, eggs, fish, crustacean shellfish, peanuts and tree nuts.

EU 1169/2011

The EU regulation No 1169/2011 on the provision of food information to consumers is a European Union directive enacted in December 2014 that requires food business operators at all stages of the food chain (manufacturers to caterers) who serve food directly to consumers – pre-packaged and unpackaged — to provide information on the food being served directly to consumers, including ingredients, nutrition and allergens.

Americans with Disabilities Act Amendments Act of 2008 (ADAAA)

In September, 2008, the President signed the Americans with Disabilities Act Amendments Act of 2008 (“ADA Amendments Act” or “Act”). The Act broadens the definition of disability and the scope of coverage under both the ADA and Section 503 of the Rehabilitation Act.

Emphasis is placed in favor of broad coverage of individuals to the maximum extent permitted by the terms of the ADA and generally shall not require extensive analysis, making it easier for an individual seeking protection under the ADA to establish that he or she has a disability within the meaning of the ADA.

The impact to meetings and events can potentially be felt under both Title I and Title III, affecting companies hosting employee events and the places of pubic accommodation events are held.