Employment law in the UK is constantly changing. Whether you are an in-house lawyer, HR professional, business owner or line manager, it is critical to ensure you, and your teams, are fully equipped with the relevant knowledge and understanding of day-to-day employment legislation and key HR issues.
Talk to one of our friendly and experienced team on 01582 514000
Machins specialists offer practical training courses delivered by experienced employment law specialists on a range of topics to ensure you have an in-depth understanding of the key HR challenges facing your business.
We have a team of employment law specialists who can offer a range of tailored training sessions specifically suited to your organisation. The training sessions, aimed at directors, HR professionals and senior managers, can be tailored for larger or smaller audience and focus on individual topics, policies, procedures or processes that are relevant to your business or specific industry sector.
The training sessions are comprehensive and fully interactive and aim to help your people managers make decisions in the moment and reduce the burden on HR to answer day-to-day questions.
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 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 £750 plus VAT (and travel expenses if arranged face to face).
Topics available include:
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.
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.
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.
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.
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.
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.
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 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.
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.
Managers are often the first to handle conduct, performance, grievance or absence issues, so practical training is essential. Employers should ensure managers understand key legal principles around disciplinary processes, fair decision‑making, equality and discrimination, reasonable adjustments, and handling sensitive conversations.
Well‑trained managers help prevent disputes and reduce the risk of tribunal claims.
We provide tailored, scenario‑based training for organisations in Bedfordshire, Hertfordshire and across the UK, equipping managers with the confidence to handle workplace issues appropriately.
Yes. Effective, regular training is one of the strongest defences available to employers facing discrimination or harassment allegations. Tribunals expect employers to demonstrate that they have taken “all reasonable steps” to prevent unlawful behaviour – and well‑structured equality and diversity training is a key part of that.
We deliver practical sessions aimed at preventing inappropriate behaviour, promoting inclusive workplaces and ensuring managers know how to respond if issues arise. Our team works with employers locally and nationally to strengthen compliance and reduce risk.
Absolutely. Every organisation is different, and generic HR training often fails to address the real‑world challenges managers face. We offer fully tailored training packages covering a range of topics.
Training can be delivered in‑person or remotely, and can be adapted for senior leaders, line managers or HR teams.
Best practice is to refresh training every 1–2 years, particularly in areas such as equality and discrimination, handling grievances, and performance management. Frequent refreshers help maintain a strong culture, reinforce good practice and ensure managers stay up to date with legal developments.
Tribunals increasingly look at when training was last delivered, and outdated training may weaken an employer’s defence. We support employers with ongoing training programmes that keep staff confident, compliant and informed.
Yes. Many HR teams value external support to help them stay aligned with current law, handle complex investigations or manage strategic workforce issues. We offer advanced, practical training on:
We work with HR professionals, providing specialist insight and legal clarity that strengthens internal capability and protects the business.
A former Pilkington employee has been awarded £329,000 after succeeding in claims for unfair dismissal and disability discrimination following covert surveillance during long-term sick leave.
Workplace mediation can help organisations address conflict before it escalates. Learn how a structured, confidential approach can support communication, rebuild trust and strengthen working relationships.
Promoting a high performer doesn’t always create an effective manager. Discover the skills and behaviours that help managers build stronger teams and navigate today’s workplace challenges.
Our experienced solicitors are on hand to give you advice and assistance.
Call our team on 01582 514000 or Contact Us and we'll get back to you as soon as we can.
