Forthcoming events and seminars
- How long will you live for? Without an answer to this question and, given the inexorable shift from DB to DC, most of us have to decide what we want in retirement and take responsibility for how we will fund our hopes. If we do not, increasing longevity will place an unbearable strain on the NHS, long-term care provision and Government finances. Recent, radical pension reform should empower individuals to use their pension savings to suit their needs – if their pension plan allows them to!
- 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.
- Our network is named after Carrie Morrison, the first woman to be admitted as a solicitor in December 1922. She practised until her death in 1950. The aim of Carrie is to bring together female in-house lawyers in an interactive, stimulating environment, to provide practical guidance from accomplished speakers and to enable networking and sharing of experiences.
Central and Eastern European HR - Employment law in the Czech Republic, Hungary, Poland, Romania, Russia and SlovakiaThe Central and Eastern European (CEE) countries have distinctive employment law frameworks which an increasing number of HR practitioners and in-house lawyers must come to terms with.
Criminality and the employment relationship - History, subsequent convictions and allegations - with NacroOver ten million people in the UK have a criminal record*. Our criminal records regime seeks to balance respect for civil liberties, public protection, and the encouragement of rehabilitation, and this balance continues to shift, following changes to legislation on the disclosure of criminal records.
- The Prime Minister remains the same but this Government’s approach to employment law will be noticeably different from the last. The headline-grabbing measures in the Queen’s Speech concerned the regulation of strikes and trade unions.
- A decline in industrial action and a trend within HR functions toward specialism, means that many senior managers lack experience of working with unions and employee representatives.
- At any time, 1 in 6 of the working population will have a mental health disorder, most commonly anxiety or depression, and a further 1 in 6 will have symptoms of mental ill-health, including substance dependence*. Many of these people will recover from their illness.
- HR professionals and managers need to understand the legal framework that underpins the employment relationship.
- 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.
- Join us for the tenth annual Eversheds Academy - a unique 3 day residential commercial awareness programme designed specifically for in house lawyers.
- Group income protection (GIP), or permanent health insurance, is a common and attractive employment benefit, providing those covered with a partial replacement income while they are ill or injured and cannot work for an extended period.
- Nine out of ten of the organisations we represent at Court have policies that state that safety of workers and stakeholders is their “number one priority”. Most of these organisations also have even higher, aspirational goals, including ‘zero-harm’, backed up by systems to identify hazards, risks and mitigation.
- The reform of sentencing in England and Wales for health and safety offences should result in the greatest change to health and safety enforcement in the last 40 years.
- 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.
- Although harmonisation and equal treatment are almost always the most efficient options for an international company, every country’s retirement benefit provision is strongly influenced by local law, cultural expectations and economic circumstances.
- 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.
- 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.
- Based on the Napoleonic code and amended by statute ever since, French employment law is markedly different from the UK’s.
- Germany is a major trading partner for many countries throughout the world, not to mention the most important single market in the European Union.
- The Irish and UK legal systems have many similarities. However, in an employment context those similarities can be deceptive.
- Italy probably has the most complex employment law in Europe. Did you know that in Italy: there are more than 400 national collective agreements in force; four different categories of employees, all subject to specific (and different) rules and regulations; and that unfair dismissal claims can, and do, result in compulsory reinstatement and awards of more than 40 months of salary?
- Scandinavian countries have a shared history, a tradition of working together on legislative issues and a similar approach to welfare. Citizens of Nordic states can pass across each other’s borders and they understand each other’s language. But despite the similarity of legal structures and solutions, there are significant differences, to the extent that lawyers tend to specialise in one jurisdiction only.
- The previous South African regime was characterised by denial of workers’ rights and inequality. To redress the balance, the South African Government has introduced various pieces of labour legislation which employers have had to implement.
- Spanish and UK labour systems differ greatly. Spanish employment law is mainly based on the regulations contained in the Collective Bargaining Agreement in force in the market sector. Sometimes a specific CBA can be negotiated for one company with the trade unions and employee representatives
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Annual training course brochure
You can open an interactive version of our training course brochure. Alternatively, to order your free copy and/or to add your name to our mailing list to receive regular course updates, complete our training request form.