Our global pagesClose
Eversheds Sutherland training and events
Eversheds Sutherland provide thought-leading briefings and conferences, as well as core courses, to help practitioners develop their understanding of law and regulation in the workplace. We work with independent experts and government agencies to help organisations understand new legal requirements prior to implementation dates. We also aim to help delegates with their own personal professional development and to encourage better practice.
In addition, we provide a wide selection of free breakfast briefings, events and webinars.
Upcoming events, webinars and training
- There is evidence that employers and investors, are listening to what Theresa May has had to say about employment and pay, and reforming their practices. It also appears that political change in the EU and the USA have not had the economic consequences that were predicted. Timed to follow the TUC and party conferences, this conference addresses the impact of international developments on the UK labour market.
- Addiction is not new but there is now much greater awareness of its impact in the workplace and a recognition that the workplace may contribute to, for example, substance abuse. Half of UK adults drink too much. Ten per cent of adults have used illicit drugs in the past year, including 'smart drugs'. While most of us like a flutter, there are around half a million compulsive gamblers in the UK. The odds are that most HR professionals will deal with the consequences of addictive behaviour.
- When a disabled job applicant or employee is ‘substantially’ disadvantaged, the employer has a duty to make reasonable adjustments. The difficulty is that what is ‘reasonable’ depends upon the circumstances of each case, and upon the size and resources of the employer. In addition, line-managers are frequently asked to consider a range of individual requests for flexibility which may appear to amount to ‘special treatment’.
- In recognition of the rising expectations judges have of an employer's investigation process and documentation, and the ever increasing complexity of some employee investigations, more and more organisations are recognising that the conduct of investigations is a specialist role, and developing in-house teams of dedicated management investigators.
- The consumer law framework in the UK has undergone major reform which directly affects further and higher education providers and the “student contract”. This legislative reform has come at the same time as scrutiny by the Competition & Markets Authority (CMA) of higher education providers’ compliance with consumer law as it applies to the student contract.
- Although there are similarities, it is dangerous to consider the German and Austrian employment law systems to be one and the same. Austrian law is distinct in many ways, most importantly in relation to probationary periods, the termination of employment contracts and severance. There are also sufficient differences in contract law to make the use of one model employment contract, for German and Austrian employees, a potentially expensive error for employers.
- This Avoiding victimisation briefing will cover: - what victimisation is and is not - detriments that amount to victimisation - getting over a disagreement: rebuilding trust - 'baseless grievances’: serious implications of incorrect handling - case examples and significant penalties
- An employer found guilty of discrimination by a Belgian court can face a sentence of up to one year in prison. There is no concept of redundancy in Belgium and no concept of unfair dismissal either.
- This Business immigration update - UK visa sponsorship and licence management training course is relevant to HR and recruitment professionals from Tier 2 and 5 sponsors (including potential sponsors) who use the sponsor management system or have responsibility for a sponsor licence. Knowledge of the points-based system is assumed.
Central and Eastern European HR: employment law in the Czech Republic, Hungary, Poland, Romania, Russia and SlovakiaThe Central and Eastern European ("CEE") countries have distinctive employment law frameworks which an increasing number of HR practitioners and in-house lawyers must come to terms with.
- All educational institutions will enter into a myriad of contractual relationships in the course of running their organisation. And with the internationalisation of the sector those relationships are becoming increasingly complex.
- Organisations can be the victim of crime. They can also be the perpetrators. Employees can offend wittingly, or unwittingly, at work or in their private lives and wrong-doing can also be uncovered postemployment. HR is often the first to know when something is not right but their instinct to protect the employer and/or the employee may not be the right thing to do and may cause harm.
- This seminar is aimed at executives, in-house legal counsel and other with IP/contract responsibility within universities and other educational institutions and organisations.
- Driving for work is the most common risk in workplace health and safety, resulting in over a hundred serious injuries per week*.
- It is commonly believed that it is difficult and expensive to terminate an employment contract in the Netherlands. Employee rights are well protected under Dutch law, especially in dismissal cases, but employers are able to swiftly adjust staff levels in their company to changes, for example a fluctuation in workload. A wide variety of options are available for employers to hire people in a flexible manner provided that the rules are used properly.
- Against the backdrop of the now well established fees for intervention and more recently, significant increases in fines for health and safety offences, we will look at some of the key risks faced in the education sector.
- Employment tribunals expect employers to show that they have undertaken a fair and thorough investigation of complaints. This investigation can be time-consuming and complicated. However, if carried out early and correctly, an investigation should contain a problem and minimise distraction from the business.
- A decline in industrial action and a trend within HR functions toward specialism, means that many senior managers lack experience of working with unions and employee representatives.
- This morning workshop will have a particular focus on recruiting military veterans. You will have the opportunity to hear from businesses about how they have benefited from recruiting former military personnel and how they have gone about it.
- HR professionals and managers need to understand the legal framework that underpins the employment relationship.
- This course covers the UK immigration system in the context of employment. We consider the employee life cycle for migrants, highlighting areas of law that apply, competing risks and penalties.
- Auto-enrolment has led to pensions becoming a mainstream HR function and indeed HR has contributed to its success to date. Employers have ongoing responsibilities to assess the eligibility of staff, make contributions, re-enrol those who have opted-out and manage your scheme provider.
- Managing teams of people is challenging at the best of times. Working across European borders is even more difficult due to cultural and legal differences.
- Carrie is a networking forum open to all female in-house lawyers. Our network is named after Carrie Morrison, the first woman to be admitted as a solicitor in England and Wales, in 1922. Events are free to attend.
- Based on the Napoleonic code and amended by statute ever since, French employment law is markedly different from the UK’s.
- Germany is a major trading partner for many countries throughout the world, not to mention the most important single market in the European Union.
- The Health and Safety Executive is ‘targeting workplace inspection activity on risk reduction, including a sustained focus on health risks’. Good employers have always been concerned about employee wellbeing and recently this responsibility has mainstreamed, with better practice now more widespread.
- Modern HR thinking encourages HR professionals to take wider business roles and for business managers to enter the HR function. This course is aimed at managers who need a better understanding of practical HR compliance and HRs distinct position as trusted adviser
- People are ‘the greatest asset’ but they also make mistakes. HR share responsibility for recruiting, developing and promoting staff and rewarding the ‘right’ behaviours. As such, they can have a defining influence on the ethical culture which prevails in their organisation, including that of suppliers.
- Education providers who sponsor international students must be Tier 4 sponsor licence holders and permission to sponsor students to study in the UK is a privilege. Tier 4 has been subject to a number of significant changes recently, including partnership arrangements, academic progression and UK Visas and Immigration enforcement action.
- Political change, including Brexit, has had an immediate impact on business migration and immigration in terms of eligibility to work, the right to remain and currency fluctuations which influence reward. This briefing highlights the employment, immigration and tax requirements that must be considered when sending an employee to work abroad, or when bringing an employee into the UK.
- Pension scheme trustees are required to have a knowledge and understanding of: the law relating to pensions and trusts, the principles relating to scheme funding and investment.
- Pension scheme trustees are required by law to have a knowledge and understanding of: – the law relating to pensions and trusts – the principles relating to scheme funding and investment
- Increasing numbers of HR professionals have responsibility for employees working in the Gulf and the United Arab Emirates in particular. This course provides a general overview of the federal employment law and administrative procedures in the UAE excluding Dubai International Financial Centre (DIFC).
- The Irish and UK legal systems have many similarities. However, in an employment context those similarities can be deceptive.
- Italy probably has the most complex employment law in Europe. Did you know that in Italy: there are more than 400 national collective agreements in force; four different categories of employees, all subject to specific (and different) rules and regulations; and that unfair dismissal claims can, and do, result in compulsory reinstatement and awards of more than 40 months of salary?
- The Health and Safety Executive’s 2016 strategy gives the same priority to health as it does to safety, and there will be a renewed focus on the Stress Management Standards. HSE inspectors will become more attentive to work-related ill health and we may see greater use of improvement notices.
- Education providers who employ or who wish to employ migrant workers need to be Tier 2 sponsor licence holders.
- Education providers who teach or wish to teach international students need to be Tier 4 sponsor licence holders. Tier 4 has been subject to a number of important changes recently and this trend is likely to continue especially with the Government saying that it will review whether the student immigration rules should be tailored to the quality of the course and the educational institution.
- Managing long term sickness absence involves a difficult balancing act between helping the employee return to work and deciding when the time has been reached when the institution can no longer put up with the absence.
- Regulatory bodies, employment tribunals and courts increasingly expect institutions to show that they have undertaken a fair and thorough investigation as part of any formal employment [or student] related procedure, whether arising from, for example, staff [or student] grievances/complaints, bullying and harassment allegations, ‘whistleblowing’ disclosures or potential misconduct.
- In the current economic climate with the potential financial implications of Brexit for the sector, the area review process in FE and the potential impact of TEF and proposed changes to REF in HE, institutions may face the need to restructure, including the consideration of redundancies and/or changing terms and conditions of employment.
- Scandinavian countries have a shared history, a tradition of working together on legislative issues and a similar approach to welfare. Citizens of Nordic states can pass across each other’s borders and they understand each other’s language. But despite the similarity of legal structures and solutions, there are significant differences, to the extent that lawyers tend to specialise in one jurisdiction only.
- Contracting authority focused events will be available across a number of our offices:
- Bidders event programme
- The Eversheds Sutherland Real Estate Dispute Resolution Training Programme is a comprehensive course of training sessions aimed at the junior and mid level members of your team.
Responding to Allegations of Sexual Assault Affecting Students - Some key legal and practical challengesIn this seminar we will consider how further and higher education institutions should respond to allegations of sexual assault affecting students such as where a student discloses that they have been the subject of an assault or a student is alleged to be the perpetrator of an assault.
- When something goes wrong, the way an organisation responds, from the moment after the incident, all the way through the court process, is watched, recorded, analysed and judged.
- Businesses commonly use third party marketing and sales agents to promote or sell their products to customers as part of their sales network. They may be seen as an alternative to employees – effectively an outsourced sales force – in the belief that the formalities and responsibilities of the ‘employer’ are much reduced.
- The previous South African regime was characterised by denial of workers’ rights and inequality. To redress the balance, the South African Government has introduced various pieces of labour legislation which employers have had to implement.
- Spanish and UK labour systems differ greatly. Spanish employment law is mainly based on the regulations contained in the Collective Bargaining Agreement in force in the market sector. Sometimes a specific CBA can be negotiated for one company with the trade unions and employee representatives.
- Managing performance and promoting a high performance culture is a key sector issue, especially given the importance of external and regulatory factors such as the proposed changes to REF, the introduction of TEF, Ofsted, QAA and league tables. However, managing performance is an area which institutions have traditionally found difficult to deal with and managers and HR may not necessarily be fully equipped to deal with the challenges involved in this process.
- Switzerland is chosen by many multinational companies as a base for their European or global cross-border business activities, largely because of its advantageous investment climate.
- Employment lawyers find TUPE laws complex and difficult, so it is not surprising that HR professionals do too. We consider the perspective of the outgoing employer in a TUPE transfer, the incoming employer, affected employees and the role of HR throughout.