Employment law in the UK is constantly changing. Whether you are an in-house lawyer, HR professional, business owner or line manger, 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 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.
Each training session will last one and half hours and include case studies, real-life examples and practical solutions alongside plenty of 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.
Training sessions are offered for £500 plus VAT (and travel expenses if arranged face to face). We can also offer tailored training on any subject you wish. Fees for the bespoke topics start at £1,500 plus VAT. 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. 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.
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.
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 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.
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.
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
Are you a business owner looking to recruit workers from overseas or a non-UK national thinking of investing or setting up a business in the UK? It’s vital you adhere to the correct legal processes in order to protect your business and employees and avoid future penalties.
If there is a specific topic or issue you would like to cover which is not listed here, we are happy to design and deliver a customised programme tailored to your requirements. for your team.
For further information or to enquire about one of our training sessions, please contact the Employment team on 01582 514000.
Our experienced solicitors are on hand to give you advice and assistance.
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