Employment Law and HR Training

Training sessions can be delivered online or face-to-face and can last for as much time as you wish the training to take. We can provide training to groups of any size or present the training as a small workshop. We will tailor the training to suit the audience and can include case studies, real-life examples, and practical solutions alongside opportunities for questions and discussion by the attendees about the subject. All sessions are delivered by experienced employment lawyers who have worked extensively with clients to resolve complex HR and employment-related challenges.

Because each training session is tailored to your specific requirements, our fees will depend on the type of training required and the method of delivery. Training sessions are offered from £500 plus VAT (and travel expenses if arranged face to face).

Topics available include:

Planning a redundancy

An overview of the redundancy process covering planning and effecting a redundancy.  We cover the key steps in a redundancy process and also examine the triggers for collective consultation and the additional burdens placed on an employer when conducting a collective consultation.

Managing absence for complex health conditions

Complex health conditions can be very tricky to manage.  Such health conditions will generally be classed as a disability for the purposes of the Equality Act.  Failing to manage these cases sensitively can result in high risk of claims in the employment tribunal and so careful management is vital.

Complex grievances and disciplinaries

Some grievances can pose additional risks for employers such as where an employee raises concerns that afford them whistleblower protection or where their allegations relate to discrimination such that they would be protected from victimisation.   Equally, where a grievance gives rise to a disciplinary action against another employee.  Being prepared to manage these types of complex grievances in advance is invaluable and can significantly reduce an employer’s risk.

Planning and holding a settlement conversation

When employment relationships need to come to an end, employers frequently wish to engage in settlement discussions so that an employee can exit without risking a costly employment tribunal.  It can be difficult to plan these exit conversations and understanding the law in this area can help avoid a situation where confidential offers are later used against an employer in court.

Discrimination in the workplace

The Equality Act imposes various obligations on employers to prevent discrimination in the work place.  It also places obligations to take positive steps to assist disabled employees by implementing reasonable adjustments.  We will examine these various obligations and help employers to understand what they are obliged to do and where they may face claims if they fail to do so.

Effective performance management

Maintaining an efficient workforce can occasionally require difficult conversations with underperforming employees.  Those conversations can sometimes turn sour and lead to a complete breakdown of the working relationship.  Effective performance management can help employers to retain their people and avoid the expense of replacement and training new staff.  It can also help reduce the risk of a claim in the event that performance management leads to a dismissal.

TUPE

If your business is undergoing a sale or other transfer of shares or assets, or if you are acquiring all or part of another business, or if you are outsourcing or insourcing, won or lost a contract the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) will often be a critical issue in the transaction. The legislation is complex and technical, and may not apply in every case, but legal input at an early stage is key in protecting your business against potential claims.

Sexual harassment

Not only is sexual harassment in the workplace unlawful, employers are also obliged to take reasonable steps to prevent sexual harassment.  Once the Employment Rights Act 2025 is fully enacted, employers will be obliged to take all reasonable steps to prevent sexual harassment.  Providing sexual harassment training to staff helps stamp out inappropriate behaviour and also helps demonstrate the steps the employer has taken to prevent sexual harassment.

Unconscious bias

Unconscious bias presents significant challenges in professional settings because it can subtly undermine fairness, limit diversity, and hinder overall organizational effectiveness.  Taking steps to help staff understand when their unconscious biases may be affecting their judgment is key to building a more inclusive workplace.  We can deliver training helping alert staff to their own unconscious biases and provide them with the tools necessary to help avoid falling into discrimination pitfalls as a result of biases.

For further information or to enquire about one of our training sessions, please contact the Employment team on 01582 514000.