Employment Law and HR Training

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 complex health conditions

Complex health conditions can be very tricky to manage and tend to present a high risk of a tribunal claim being presented. Such health conditions will generally be classed as a disability for the purposes of the Equality Act. Failing to manage these cases carefully 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 or sexual harassment. Equally, where a grievance gives rise to concerns about misconduct by another employee, the management of a subsequent disciplinary case can be complicated by the previous grievance investigation. 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 workplace.  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.

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 organisational 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.

Preparing for an employment tribunal

Employees have a multitude of employment rights that can give rise to tribunal claims not only once the employment relationship has ended but also during, and even before it begins. It is vital that managers understand how tribunal claims can arise and that they make decisions with employment law in mind.  They must also maintain adequate records of those decisions so that they can evidence their decision process in a tribunal should an employee pursue a claim. This session focuses on best practice when it comes to making decisions so that claims in the tribunal can be resisted. 

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