Course description
Overview
This intermediate/advanced course focuses on significant legislative and case law changes, including the practical implications, with particular emphasis on cases which may affect advice or change the previous understanding.
Who is this for?
This interactive course will benefit employment and commercial lawyers, in house counsel, HR and others wishing to keep up to date.
What will you learn?
You’ll take away in-depth knowledge across key Employment Law areas, including:
- Brexit effects and implications
- Covid 19 and the myriad of impacts on the workplace and managing people
- Whistleblowing- increasingly technical and complex case law. We review the key developments, including when raising personal concerns can be a public interest disclosure
- Equality - more high profile than ever. Employers are under pressure to increase representation and deliver equality of outcome. Can organisations consciously increase diversity in recruitment and promotion and adopt ambitious diversity targets without risking direct (positive) discrimination? Is there a danger of replacing subconscious (negative) bias in recruitment against underrepresented groups with conscious (positive) bias in their favour? What litigation and reputational risks do employers face in tackling these important issues?
- Disability discrimination - almost 1 in 5 of working age adults has a disability. Approximately 25 years since the introduction of disability discrimination protection, the case law continues to develop. Managing workers with a disability on matters such as sickness absence and adjustments truly can be a trap for the unwary
- Employment status - with the huge rise in self-employment, the clear case law trend is to look at the reality of the working arrangements, not merely the labels and contract. Contractors and freelancers are often held to be workers. Self-employed tax status does not determine worker status. One fundamental question is whether the self-employed person is in reality working for their business or yours. The Uber case in the Supreme Court
- Cases under appeal and developments on the horizon
Content varies at each session depending on what is topical or of importance.
How will this help your career?
The following competencies will be addressed by this course:
- Describing key developments in areas relevant to your work and the practical implications and compliance steps
- Recognising from a realistic perspective, the risks and impact of new legislation or a case and the tactical implications
- Understanding the likely timing of legislative reform
PSC Elective
This course may be taken as a PSC elective, although it may also be attended by non-trainees.
SRA Competence
B, C
Other related courses
Business Immigration
Employment Law An Introduction - Discrimination Law & Practice
Employment Law An Introduction - Rights & Obligations
Employment Law: TUPE – Transfer of Undertakings
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Suitability - Who should attend?
This interactive course will benefit employment and commercial lawyers, in house counsel, HR and others wishing to keep up to date.
Outcome / Qualification etc.
The following competencies will be addressed by this course:
- Describing key developments in areas relevant to your work and the practical implications and compliance steps
- Recognising from a realistic perspective, the risks and impact of new legislation or a case and the tactical implications
- Understanding the likely timing of legislative reform
Training Course Content
You’ll take away in-depth knowledge across key Employment Law areas, including:
- Brexit effects and implications
- Covid 19 and the myriad of impacts on the workplace and managing people
- Whistleblowing- increasingly technical and complex case law. We review the key developments, including when raising personal concerns can be a public interest disclosure
- Equality - more high profile than ever. Employers are under pressure to increase representation and deliver equality of outcome. Can organisations consciously increase diversity in recruitment and promotion and adopt ambitious diversity targets without risking direct (positive) discrimination? Is there a danger of replacing subconscious (negative) bias in recruitment against underrepresented groups with conscious (positive) bias in their favour? What litigation and reputational risks do employers face in tackling these important issues?
- Disability discrimination - almost 1 in 5 of working age adults has a disability. Approximately 25 years since the introduction of disability discrimination protection, the case law continues to develop. Managing workers with a disability on matters such as sickness absence and adjustments truly can be a trap for the unwary
- Employment status - with the huge rise in self-employment, the clear case law trend is to look at the reality of the working arrangements, not merely the labels and contract. Contractors and freelancers are often held to be workers. Self-employed tax status does not determine worker status. One fundamental question is whether the self-employed person is in reality working for their business or yours. The Uber case in the Supreme Court
- Cases under appeal and developments on the horizon
Content varies at each session depending on what is topical or of importance.