Comprehensive course analysis
Who should attend
This course is recommended for all HR practitioners with responsibility for employment law issues within their organisation, or building on an existing career in HR.
About the course
The Employment Law Practitioner - a complete approach explores the entire employment journey, from recruitment, employment contracts and typical workplace issues that arise during employment - including the more challenging tasks of terminating employment, dealing with poor performance and disciplinary procedures.
This course uses detailed case studies and group discussions to illustrate the key concepts and provides a framework for you to analyse and apply the law at work.
This course explores the entire employment journey, from recruitment, employment contracts and typical workplace issues that arise during employment - including the more challenging tasks of terminating employment, dealing with poor performance and disciplinary procedures.
By the end of the course you’ll be able to:
- assess your organisation’s employment policies and procedures from a legal perspective.
- apply the law effectively to your organisation’s employment practices and procedures.
- provide clear guidance on resolving the legal issues that arise at work, in accordance with best practice.
Creating the employment relationship
- The recruitment process (including job offer letters, references, probationary periods, criminal checks, avoiding discrimination claims, work permits and visas, immigration rules, vetting and barring)
- Preparing contracts of employment – express, implied and incorporated terms, suggested clauses
- Changing terms and conditions of employment
- Defining employee status - 'workers', 'employees' and part-timers, fixed term contracts, zero hours, employee-shareholder
- Using agency staff and 'casuals'
- Employing young people - best practice
- National Minimum Wage
Maintaining the employment relationship
- The right to request flexible working (changes in 2014)
- Maternity, paternity, adoption and parental leave
- Time off for dependents
- Working time and recent cases
- Tackling data protection issues:
- Sensitive and non-sensitive data
- Access to personal files and human rights issues
- Monitoring and surveillance
- The use of internet/email/social media
- Health and safety:
- Providing a safe working environment
- The employer’s responsibilities and liability
- Dealing with stress, personal injury claims and disability discrimination
- Avoiding discrimination:
- The Equality Act 2010
- Protected characteristics
- Direct and indirect discrimination
- Associative and perceptive discrimination
- Equal pay and case law
- Positive action and occupational requirements
- Avoiding bullying and harassment
- Managing performance
- Absence, short and long-term
- Conduct and capability
- Dealing with poor performance
- Fit for Work Service
- Grievance and disciplinary processes:
- ACAS Code of Practice: Disciplinary and Grievance Procedures
- The grievance process
- Best practice, recent legislation and case law
- Disciplinary procedures
- Conducting grievance and disciplinary hearings
- Witnesses and statements
- Appeals and their importance
- Available sanctions
TUPE: What is TUPE and when does it apply?
- Business transfers
- Change of service provision
- The ETO defence
Terminating the employment relationship
- Reasons for dismissal: wrongful, unfair and constructive
- Redundancy – who and now to select, individual and collective consultation,
- Alternative dispute resolution, including Acas
- Constructive, unfair and wrongful dismissal
- Compromise agreements
- Types of claim, who can claim
- Practice and procedure fees
- Costs, compensation, re-engagement and re-instatement
- Employment Tribunal Rules of Procedure
Programme is subject to change pending new developments.
Because of COVID-19, many providers are cancelling or postponing in-person programs or providing online participation options.
We are happy to help you find a suitable online alternative.