United Kingdom Employment Law in Practice: Recruitment to Termination Training Course (February 27, 2023 March 2, 2023)
DUBLIN, February 2, 2023 /PRNewswire/ — The Employment Law in Practice from Recruitment to Termination Training Course conference has been added ResearchAndMarkets.com Offer.
Latest update from our expert
Labor law is a constantly changing entity. Here’s a reminder of just four of the changes in 2021. Are you up to date?
- Health and safety impact extended to workers. S.44(1)(d) and (e) Employment Rights Act 1996 has been amended to provide workers with protection from unfavorable treatment on health and safety grounds. Previously, only employees had this protection. This only applies to damage occurring on or after May 31, 2021.
- Reporting on gender pay gaps. The reporting deadline for the gender pay gap for the 2020/2021 reporting period has been extended to October 5, 2021 for qualified employers in the private sector.
- IR35. Changes to the Non-tariff Labor Rules (or IR35) came into effect on April 6, 2021moved from April 2020. The changes will apply to medium and large private sector clients who hire contractors through an intermediary, typically a staffing firm. In short, the impact of the changes means that the responsibility for determining whether the individual worker is an employee for tax purposes has shifted from the intermediary to the contracting entity. If they determine that the person would be an employee for tax purposes, they, as the assumed employer, are responsible for withholding income tax and social security contributions.
- Brexit and immigration. Since January 1, 2021A new points-based immigration system will apply to non-EU and EU nationals moving to the UK to live and work.
Why you should attend
This event has been specifically designed for HR managers and HR professionals to provide an overview of employment law in an accessible, user-friendly format – combining knowledge with a solid, practical approach – to ensure you have the most up-to-date and practical skills to apply to your take work with you.
Logically, over two days the course will take a journey through the employment lifecycle, looking at the key areas of influence from recruitment to termination. In most cases, people are the most expensive and important asset in an organization and now that the fee system in labor courts has been abolished and the number of pending labor courts continues to rise year by year, careful management is all the more important.
Although there is extensive knowledge-based learning during this event, the two days are designed to be engaging and participatory as well as informative. The course will provide you with the knowledge, skills and confidence to deal with all major employment issues so you can act effectively and positively lead people within the law. Participation in this program is an invaluable use of the time of a busy HR professional or manager.
Benefits of Participation:
- Expand your knowledge of the latest labor law and practice
- Understand how the law is applied both procedurally and practically
- Stay current on this rapidly changing area of law and its implications
- Increase your competency and profile within your organization
- Check out how you can improve your work at your workplace to avoid conflict
- Communicate and provide advice on how you and your colleagues can comply and comply with the law
- Learn the tips and techniques behind successfully executing some of your key practices
Who should attend:
All HR consultants and specialists from business partners to HR directors as well as HR managers and line managers will find these two days very useful.
This course is also suitable for directors of SMEs who need to fully understand their responsibilities for human resources management and the risks to be avoided.
Main topics covered:
Module 1: At the start of work
This is the first critical point in any employment lifecycle to match the right people with the right potential in the right roles. In this module, we look at what you need to know in terms of legislative implications.
- Equality Act 2010
- Data Protection Act 2018 / GDPR
- Safe job interview
- Questions about employment status
- Employment contracts: part-time, fixed-term, zero hours, etc
Module 2: Discrimination and Equality
Building on the issues covered in the first module, we will focus on what legislation requires of employers when it comes to preventing discrimination and promoting equality.
- The protected properties
- types of discrimination
- Reasonable Disability Adjustments
- same salary
- Gender pay gap
Module 3: Managing change
The workplace is rarely quiet for long. In this module we will examine how to manage some of the more common impacts on employees when it comes to change.
- reorganization in your company
- change terms and conditions
Module 4: Employee Complaints
No matter how good you are as an employer, there are always issues that employees want to raise if they are unhappy or have any concerns or complaints. This module examines how to deal with these circumstances.
- Complaints – what the law requires
- Complaints – the ACAS Code and procedural issues
- The right to be accompanied
- Understanding whistleblowing – the Public Interest Disclosure Act 1998
Module 5: Ability
If management of performance begins with recruitment, it ends with formal capability or underperformance management. In this module we will examine how to achieve a fair and lawful treatment of poor performance.
- Ability – what the law requires
- Capability – the ACAS code and procedural issues
- Ability – to learn from case law
- Performance Improvement Plans
- gross negligence
Module 6: Behavior
Misconduct and gross misconduct issues must be managed in accordance with good policies and procedures. The ACAS Code contains important guidelines for employers, and failure to follow them may result in increased compensation in a successful wrongful dismissal claim in the labor court.
- Disciplinary system – what the law requires
- Disciplinary system – the ACAS code
- Progressive vs. Gross Misconduct
- Disciplinary system – lessons from case law
Module 7: Illness
Most employees have to take sick leave at some point. In some cases, this time is cumulative and, whether short-term or long-term, may require your intervention as an employer.
- absence management
- Short-term and permanent absence
- Long term absence
- Disability Absence
- The sick one’
- Procedures for returning to work
- Health at work
- Access to Medical Reports
- The fitness score
- Termination for health reasons
Module 8: Family-friendly topics
This is an area full of legislation and procedures. The aim of this module is to make sure you understand what the rights are.
- Common parents
- Before birth
- Flexible working
- problems with working hours
Module 9: Upon termination of employment
An inevitable conclusion of some employment pathways is dismissal, and fairness is imperative in these circumstances.
- The five potentially justifiable grounds for termination under the Employment Rights Act 1996
- Dealing with justified dismissals both procedurally and substantively
- Settlement agreements – what can I say?
- Avoiding excessive pressure
- Settlement Agreements – the documentation
Module 10: Redundancy
The right to severance pay was introduced in 1965 and since then a variety of other rights relating to redundancy have been incorporated into our legislation through legislation and case law.
- The situations that may lead to dismissal
- dismissal and short-time work
- Consulting – individually and collectively
- Notice to the Secretary of State
- Statutory Severance Pay and/or Benefits
- alternative employment
- time out
- Automatically unfair redundancy
Module 11: TUPE
Company sales, acquisitions, mergers and changes in service delivery are all too commonplace, particularly in certain industries and lines of business. This module provides an overview of the legal and practical aspects.
- When does TUPE apply – identification of a “relevant transfer”
- What employee protection provisions are there in the law?
- Identification of relevant employees
- Which transfers?
- Cancellations before the transfer
- layoffs after the move
- Information obligations on employee liability
- Informing and consulting appropriate representatives
- Effect of Employee Objection
Module 12: Labor Court
With the abolition of the court fee scheme, the number of lawsuits increased dramatically. In this module we consider:
- What to do with an ACAS call?
- ET1 and ET3
- the hearing
Tony Trevett is Managing Director of CompleteHR Ltd, HR consultant, coach, mediator and trainer with a focus on HR/personnel management, employment law, management development and personality development. She has experience working with a variety of organizations large and small and has extensive work experience in both the public and private sectors.
Clients include British American Tobacco, Schlumberger, Stihl, Shell, The Telegraph, Dairy Crest, Bywaters, NATS, ACCA, AAT and many more. She was formerly Head of Human Resources at the BAA plc group. She is a Fellow of the Chartered Institute of Personnel and Development and a member of the Labor Court hearing cases with over 20 years of standing in the judiciary London and southeast. In addition to her training activities, she conducts investigations and hearings for clients on disciplinary, grievance, discrimination, harassment and bullying issues and also serves as a workplace mediator.
For more information on this conference, please visit https://www.researchandmarkets.com/r/k8uoqc-law?w=5
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