Employment Law in Practice from Recruitment to Termination In-house Training

Course overview

This event has been specifically designed for people managers and HR professionals to give an overview of employment law in an accessible, user-friendly format – mixing knowledge with a solid, practical approach – so you have the most up-to-date information and practical skills to take back to your workplace.

Over two days, the course will logically take a journey through the employment life cycle and consider along the way the key areas of impact from recruitment to termination. More often than not, people are the most expensive and important asset in an organisation and now that the fees regime at the Employment Tribunal has gone and the number of Employment Tribunals brought year on year continue to rise, careful management is all the more important.

Although there is substantial knowledge-based learning during this event, the two days are designed to be engaging and participative as well as informative. The course will equip you with the knowledge, skills and confidence to deal with all the important employment issues so you can act effectively and positively manage people within the law. Attending this programme is an invaluable use of a busy HR professional’s or Line Manager's time. 

Benefits of attending

• Develop your knowledge of the latest employment law and practice
• Understand how the law is applied both procedurally and practically
• Be up to date with this fast-changing area of the law and its implications
• Raise your competence and profile within your organisation
• Look at how to improve what you do in your workplace to avoid conflict
• Communicate and give advice as to how you and your colleagues can comply and stay within the confines of the law
• Learn the tips and techniques that sit behind successful execution of some of your key practices

Who should attend?

All HR advisers and specialists from business partners to HR directors as well as people managers and Line Managers will find this a highly useful two days.

This course is also applicable to directors of SMEs who need to fully understand their people management responsibilities and the risks to avoid.

Latest update from our expert speaker

Employment law and its application are ever-changing beasts. Are you up to date with what could be on its way?

1. The Employment (Allocation of Tips) Bill (a private member's bill) is due to have its third reading in the House of Commons. If passed, this bill will provide enhanced protection to staff members, by entitling them to keep 100% of the tips they earn. This bill includes any agency workers that an employer hires. For employers, this means complying with a new statutory code, it will be unlawful to withhold tips from staff. This includes any service changes added to card payments.  While it won’t come into force in January, it looks promising that the bill will gain Royal Assent and be formally passed in 2023.
2. The Employment Relations Flexible Working Bill is also making it’s way through the legislative process, when passed this will mean that employees would no longer need to explain to their employers what impact it would have on business ops and how this could be managed. It will also allow staff to make two flexible working requests a year and will become a day-one right. Consultation should take place between the employee and employer to discuss the flexible working requests before a decision is reached. This allows room for a compromise (e.g. part accept a request) and reduces the deadline for providing a decision on a request.
3. The Carer’s Leave Bill has already been introduced to parliament and is expected to complete all stages in 2023. The bill will make carers leave a day one right and will allow employees to take unpaid time off work to provide or arrange care for a dependant with a long-term care need.
4. Finally The Protection from Redundancy (Pregnancy and Family Leave) Bill may also be coming into force at an unspecified date in 2023. The private member's bills will change the law so that pregnant women and new parents receive greater protection from redundancy. Currently, employers are obliged to offer a suitable alternative vacancy to an employee who is on maternity leave before redundancy can be considered. If passed, the Bill would extend the level of legislative protection given to new parents and pregnant women against workplace discrimination.