Forthcoming events and seminars
- 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.
- “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.
- Carrie Morrison, the first woman admitted as a solicitor motivated this female in-house lawyer networking event.
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.
- 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.
- 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.
- 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%.
- CDM has been controversial from the moment the first regulations came into force. Opinion is divided as to what will be achieved by the CDM Regulations 2015.
- The statutory offence of corporate manslaughter came into force in 2008 and was intended to make it easier to convict organisations whose senior managers breached their duty of care, causing death. It introduced a penalty of public orders, as well as unlimited fines. Eight years on, only eleven relatively small companies have been convicted and two small companies have been acquitted.
- 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.
- 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.
- With digital banking set to be a hot topic for 2015, Eversheds is pleased to invite clients to this seminar to examine this rapidly growing area. We will be joined by expert speakers from the industry to consider the legal and regulatory issues arising from this technological challenge and its impact on financial institutions.
- 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.
- 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.
- 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.
- HR professionals and managers need to understand the legal framework that underpins the employment relationship.
- Becoming an academy confers legal responsibilities under company law which many schools and sponsors are unfamiliar with. In addition, the EFA’s guidance on academy trust compliance is developing everyday.
- 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.
- 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.
- Global markets, high pay, increasing regulation, more aggressive enforcement, media and political scrutiny and mobile talent characterise the financial services sector. These factors raise particular employment law issues requiring specialist skills and experience.
- With so much happening in the financial services industry in 2015, it is more important than ever that organisations understand and keep on top of legal and regulatory changes.
- 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.
- 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.
- 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.
- 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.
Page 1 of 3
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.