Forthcoming events and seminars

  • Advanced employee investigation interview skills and tactics

    In recognition of the rising expectations judges have of an employer's investigation process and documentation, and the ever increasing complexity of some employee investigations, more and more organisations are recognising that the conduct of investigations is a specialist role, and developing in-house teams of dedicated management investigators.
  • Bereavement, grief and work - Sympathy and support - with Cruse Bereavement Care and ACAS

    “Take as long as you need...”. There is lots of evidence of good practice in the handling of bereavement in the workplace. Despite popular support for a statutory entitlement to bereavement leave, this is much easier said than done. Legislation would require definitions, limits and standards which may be insensitive to the unique impact of each death and the way that those affected need to grieve.
  • Capability, Ill Health and Performance Management education seminar

    In a survey carried out by ‘Worldatwork’ 58% of organisations rated their performance management systems as ‘C grade or below’. The average level of employee absence is 7.6 days a year and this absence costs employers on average £595 per employee annually*.
  • CARRIE

    Carrie Morrison, the first woman admitted as a solicitor motivated this female in-house lawyer networking event.
  • Changes to the Special Educational Needs and Disability Regime seminar for FE

    The Children and Families Act 2014 led to the introduction on 1 September 2014 of the new ‘Special Educational Needs and Disability code of practice: 0 to 25 years’ (“SEND CoP”) which was accompanied by non-statutory guidance for further education and other post-16 providers.
  • Changes to the Special Educational Needs and Disability Regime webinar for FE

    The Children and Families Act 2014 led to the introduction on 1 September 2014 of the new ‘Special Educational Needs and Disability code of practice: 0 to 25 years’ (“SEND CoP”) which was accompanied by non-statutory guidance for further education and other post-16 providers.
  • Compliance with Tier 2 Sponsor Obligations seminar– update for education institutions

    Education providers who employ or who wish to employ migrant workers need to be Tier 2 sponsor licence holders. The Tier 2 Sponsor Guidance contains a large number of obligations that education providers must comply with and often, internal systems and processes are not robust enough to be fully compliant with the Tier 2 Sponsor Guidance.
  • Compliance with Tier 4 Sponsor Obligations seminar – update for education institutions

    Education providers who teach or wish to teach international students need to be Tier 4 sponsor licence holders. Tier 4 has been subject to a number of changes in recent months, some of which could have huge consequences for education providers if they are not complied with. For example, there has been a significant change in relation to HTS requirements and, in particular, refusal rates which, from November 2014 will be cut from 20% to 10%.
  • Critical Developments in Employment Law seminar - for education institutions

    The one constant in the area of employment law is change, and 2015 is set to be no exception. It can be difficult for busy HR professionals to read and digest the latest legislation, case law and its implications. This seminar will provide you with an understanding of key recent developments and how they impact on the education sector.
  • Current developments in employment law - End of term...

    The pressure is on the Government to complete its employment reforms before the Election. The Small Business, Enterprise and Employment Bill impacts on zero hours contracts, and the employment status review may lead to an extension of employment rights to all workers.
  • Driving for work - Policies, investigation and the law

    There were 133 work-related fatalities last year, a statistic which is rightly regarded with the utmost seriousness. However, there are also around 1,000 road traffic fatalities each year involving workplace driving. This area of health and safety law has not always attracted the attention that such a shocking statistic deserves, although it is back on the Parliamentary agenda.
  • Employees and mental health - Responsibility and adjustment

    The courts continually state that there should be no distinction between physical and psychological injury, but mental illness is more difficult for employers to deal with in practice. You often cannot see the symptoms in the way you can with physical injury, and employers who have faced spurious claims are, understandably, wary. Most mental health conditions are as manageable and treatable as physical ailments.
  • Employment law breakfast briefing: Holiday pay

    Holiday Pay: has it left you needing a break? Holiday pay has been hitting the headlines throughout 2014, particularly since announcement of the EAT decision in Bear in November. In December 2014, the Government also announced changes to the law meaning that claims for deductions from pay submitted on or after 1 July 2015 will be limited to the two year period before the claim is issued.
  • Equal pay updates: Key principles and new developments - with Opportunity Now

    Historically, private sector employers have been largely unaffected by equal pay litigation. However, that position is now changing and several multi-claimant test cases have been brought against major companies based on alleged pay discrepancies in equal value jobs.
  • Essential employment law for HR professionals

    HR professionals and managers need to understand the legal framework that underpins the employment relationship.
  • European HR - Cross-border employment law

    Managing teams of people is challenging at the best of times. Working across European borders is even more difficult, due to cultural and legal differences.
  • Eversheds Academy; Being Commercial

    Join us for the ninth annual Eversheds Academy - a unique 3 day residential commercial awareness programme designed specifically for in house lawyers.
  • Health and Safety seminar for education institutions

    The last year has continued to see changes in the enforcement of health and safety law. The flow of corporate manslaughter cases coming before the courts has continued to increase, and fines for health and safety offences have been increasing dramatically.
  • HR Summer School 2015 - Future HR?

    It is in the interest of every HR professional to deepen their understanding of their organisation’s purpose and operating context, and the part they play in achieving goals. The aim of this Summer School is to explore some skills of ‘future HR leaders’ and some evergreen people issues.
  • Immigration Law: Essentials and recent developments

    It is increasingly common for employers to recruit non-UK employees or to require their employees to work abroad. Most employers in this age of international labour mobility require knowledge of the immigration system in the UK.
  • International assignments and the law - Contracts, visas and tax

    When an employee moves to work in a location other than their home country, an additional layer of employment, immigration, tax and social security laws will apply in at least two jurisdictions.
  • Introduction to Belgian Employment Law

    An employer found guilty of discrimination by a Belgian court can face a sentence of up to one year in prison. There is no concept of redundancy in Belgium and no concept of unfair dismissal either.
  • Introduction to Canadian employment law

    With a highly-educated and diverse labour pool, abundant natural resources, and a stable banking and legal system, many international organisations are choosing to operate in Canada. This course provides a general overview of Canadian employment law including immigration and visa issues.
  • Introduction to Dutch employment law

    It is commonly believed that it is difficult and expensive to terminate an employment contract in the Netherlands. Employee rights are well protected under Dutch law, especially in dismissal cases, but employers are able to swiftly adjust staff levels in their company to changes, for example a fluctuation in workload. A wide variety of options are available for employers to hire people in a flexible manner provided that the rules are used properly.
  • Introduction to French employment law

    Based on the Napoleonic code and amended by statute ever since, French employment law is markedly different from the UK’s. Led by a French employment lawyer with an extensive experience with international and in particular UK clients, this course will give you an insight into the challenges presented by French employment law. The course will help you find the flexibility in legislation that appears complex and rigid.
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Annual training course brochure

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