Eversheds training and events
Eversheds provide thought-leading briefings and conferences, as well as core courses, to help practitioners develop their understanding of law and regulation in the workplace. We work with independent experts and government agencies to help organisations understand new legal requirements prior to implementation dates. We also aim to help delegates with their own personal professional development and to encourage better practice.
In addition, we provide a wide selection of free breakfast briefings, events and webinars.
Upcoming events, webinars and training
- 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.
- Drawing on 25 years of experience advising international employers in Asia, this course is aimed at employers who need a broad overview of the employment landscape in Asia.
- You are invited to join us for a cross-border update on trends in banking litigation and regulatory enforcement across Ireland, France, Italy, Germany, Netherlands, Spain and Switzerland as well as the UK.
- 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.
- This course is relevant to HR and recruitment professionals from Tier 2 and 5 sponsors (including potential sponsors) who use the sponsor management system or have responsibility for a sponsor licence. Knowledge of the points-based system is assumed.
- Our network is named after Carrie Morrison, the first woman to be admitted as a solicitor in December 1922.
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.
- Eversheds Academy - a unique 3 day residential commercial awareness programme designed specifically for in house lawyers.
- Sometimes, from apparently simple facts, an employment dispute can cause damage far beyond the costs and issues that had initially appeared to be at stake, while consuming vast amounts of time and resources.
- Contracts go wrong all the time. Parties will fight for their rights and the fall-out can be costly and a drain on management time. Getting your contracts right from the beginning may help stop disputes arising in the first place. You will also be better placed to keep contractual relationships on track if difficult issues arise or the other party wishes to re-negotiate.
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.
- Join us for our second annual digital financial services conference.
- Eversheds is delighted to invite you to attend a breakfast seminar focusing on data protection and cyber-crime.
- Driving for work is the most common risk in workplace health and safety, resulting in over a hundred serious injuries per week*.
- 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.
- Employment tribunals increasingly expect employers to show that they have undertaken a fair and thorough investigation of complaints that are made about or by employees.
- 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.
- The Gender Pay Gap Information Regulations simply ask an employer to publish a few numbers. The Modern Slavery Act only requires the publication of a statement, but says nothing about what your statement must contain and there is no fine or threat of court action for non-compliance. The risk for employers is reputational damage.
- HR professionals and managers need to understand the legal framework that underpins the employment relationship.
- Auto-enrolment has led to pensions becoming a mainstream HR function and indeed HR has contributed to its success to date. Employers have ongoing responsibilities to assess the eligibility of staff, make contributions, re-enrol those who have opted-out and manage your scheme provider.
- This immigration law training course covers the UK immigration system in the context of employment. We consider the employee life cycle for migrants, highlighting areas of law that apply, competing risks and penalties.
- 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.
- Rising to the challenge - a bright outlook in a changing landscape. Eversheds' annual Food and Beverage conference returns to discuss the key issues in our sector.
- The Eversheds Real Estate Dispute Resolution Training Programme is a comprehensive course of training sessions aimed at the junior and mid level members of your team.
- Eversheds LLP is delighted to present the Eversheds Real Estate Litigation Training Programme.
- A seminar focusing on FCA regulation of the consumer credit sector, including the introduction of the new and extended individual accountability regime in 2018.
- Based on the Napoleonic code and amended by statute ever since, French employment law is markedly different from the UK’s.
- You can have a gender pay gap without having an equal pay problem. Soon, all businesses and third sector organisations with over 250 employees will have to publicly report on average pay differences between their male and female employees. Similar obligations will apply in the public sector. The Government’s expectation is that greater transparency and public scrutiny will force employers to take action to close the gender pay gap and accelerate equality between the sexes.
- 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 new Sentencing Guideline for health and safety and similar offences is a reality. Already fines for the largest organisations are into the low millions and a ten-fold increase on a year ago. With an explicit focus on culpability and risk of harm what patterns are emerging?
- The very fact that workplace fatalities have become comparatively rare makes an incident all the more newsworthy. This year has seen 24/7 news coverage of workplace tragedies, a new HSE strategy and Brexit.
- An insight into the latest legal and regulatory developments facing the industry.
- What will you do if your direct competitor’s HR data is better than yours? Gender pay, anti-bribery, human rights, modern slavery and trafficking reporting duties are some new forms of non-financial, or sustainability reporting.
- Education providers who sponsor international students must be Tier 4 sponsor licence holders and permission to sponsor students to study in the UK is a privilege. Tier 4 has been subject to a number of significant changes recently, including partnership arrangements, academic progression and UK Visas and Immigration enforcement action.
- 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.
- Pension scheme trustees are required to have a knowledge and understanding of: the law relating to pensions and trusts, the principles relating to scheme funding and investment.
- Pension scheme trustees are required by law to have a knowledge and understanding of: – the law relating to pensions and trusts – the principles relating to scheme funding and investment
- The Irish and UK legal systems have many similarities. However, in an employment context those similarities can be deceptive.
- Israel has become a preferred regional base for many multinational companies. An increasing number of companies also have Israeli operations, either through regional expansion or through acquisition. Israeli employment law is unique and extremely dynamic, regulated by a variety of legal and contractual sources as well as an influential labour court system.
- 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?
- The Health and Safety Executive’s new strategy (2016) gives the same priority to health as it does to safety, and they will reissue their Stress Management Standards later this year. Employers should expect HSE inspectors to become more attentive to employee health and wellbeing, and we may see greater use of improvement notices.
- In recent times, the UK has enjoyed above average growth rates, almost no inflation and the highest rate of employment and foreign investment since records began*. From April 2016, the new National Living Wage will also begin to boost the earnings of the lowest paid. So why doesn’t it feel like a return to good times?
- Legal privilege is a vital tool in any organisation’s armoury. Ensuring that privilege is created and maintained can make or break your strategy in any dispute, regulatory investigation or negotiation. In order for an organisation to benefit fully from the protection that privilege affords it is vital that key principles are understood.
- Most medium to large organisations use contractors in some form for cleaning, catering, IT support, maintenance and security. It is not surprising therefore, that the management of contractors is the most common health and safety concern of our clients.
- 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.
- No-one has the right never to be offended. Our opinions about faith, military action, equal marriage, politics, right to life, the environment, immigration and nationalism are personal and make us who we are. In our private lives, within permitted boundaries, we are entitled to hold views which are unacceptable to most reasonable people. We have the right to our opinions just as others have the right not to listen.
- Eversheds’ OBLC Forum offers banks headquartered outside England and Wales a space to discuss legal and regulatory matters which impact their UK operations.
- “If you don’t know where you are going any road can take you there”*. Ageing societies need people to save for retirement and not to rely on the State. Reforms which empower individual choice are, in principle, a good thing. But too many options, from a financial industry perceived to be long on complexity and short on consumer trust, may simply cause further confusion.
- Whether you are preparing to sell a spare asset, or sizing up small and mid-market opportunities requiring less debt funding, this update will cover the employment and other people issues that arise in M&A transactions. In a knowledge-based economy the employees in a business are an increasingly valuable asset – for financial buyers in particular.
- Our 2016 public sector pensions conference will take a look at some of the key legal challenges impacting public sector pensions and in particular the LGPS.
- Businesses commonly use third party marketing and sales agents to promote or sell their products to customers as part of their sales network. They may be seen as an alternative to employees – effectively an outsourced sales force – in the belief that the formalities and responsibilities of the ‘employer’ are much reduced.
SHINE essentials Autumn 2016 - Keeping you aware of important developments with our free in-house counsel seminar seriesThe Eversheds SHINE campaign is all about giving in-house counsel the knowledge, news and networking opportunities to help you in your roles. These seminars have proved very popular in the past, so please book early to avoid disappointment.
- 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.
- Switzerland is chosen by many multinational companies as a base for their European or global cross-border business activities, largely because of its advantageous investment climate.
- Employment lawyers find TUPE laws complex and difficult, so it is not surprising that HR professionals do too. We consider the perspective of the outgoing employer in a TUPE transfer, the incoming employer, affected employees and the role of HR throughout.