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.

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Upcoming events, webinars and training

Adjustments - What is reasonable?
When a disabled job applicant or employee is ‘substantially’ disadvantaged, the employer has a legal 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. Line-managers must also consider individual requests for flexibility which may appear to some colleagues to amount to favouritism.
Advanced employee investigations: skills and tactics
Because of the rising expectations judges have of an employer’s investigation process, and the increasing complexity of some employee investigations, some organisations recognise investigation as a specialism and they are developing in-house teams of dedicated investigators.
Advanced TUPE training
TUPE does not have to be difficult if it is properly planned and staff are trained about their role. Whether you are facing an outsourcing, an acquisition or a sale, a plan needs to be put in place by a dedicated team, and a process followed. This course assumes knowledge of TUPE. It is for in-house lawyers, HR and procurement professionals who have to balance commercial realities with legal liability at every stage.
Austrian employment law training
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.
Avoiding victimisation: infamy, infamy...
Every experienced HR professional will have dealt with a disgruntled employee who cannot move on from an incident, or disappointment, at work. A fair grievance process may have been followed and a thorough investigation held, but some employees simply cannot get over an outcome.
Belgian employment law training
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.
Building your knowledge - Our real estate training programme
The objective is to provide focused training on core issues with a view to enhancing knowledge of these topics and assisting your team to provide a top quality service to your colleagues and clients.
Charity law for educational institutions
This training course will cover : • the legal structure and charitable status of institutions; • the use of charity assets and investment powers; • charity trustees and their duties in law; • conflicts of interest and remuneration of trustees; • the Charity Commission’s role and other principal regulators.
Complex employment disputes - cases from hell
Sometimes, from apparently simple facts, an employment dispute can cause damage far beyond the costs and issues that had initially appeared to be at stake, while consuming vast amounts of time and resources. A claimant, who makes every type of claim and contests every stage, may lead a well-intentioned employer into apparently contradictory positions. This briefing covers complex employment disputes, mediation and ways to resolve differences to avoid the Tribunal process.
Dutch employment law training
Employee rights are well protected under Dutch law, especially in dismissal cases, but employers are able to swiftly adjust staff levels in their company due to changes in, 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.
Employee investigations
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.
Employee relations - working effectively with your union and employee representatives
Many senior managers lack experience of working with unions and employee representatives.
Employment law after the election
Irrespective of who wins this next election, the manifestos of the political parties make it clear that it will not be business as usual*. Minimum wages, gig working, immigration and working hours are all likely to change. These briefings explain the practical implications for HR practitioners of the new Government’s manifesto promises and Brexit policy.
Essential employment law for HR professionals
HR professionals and managers need to understand the legal framework that underpins the employment relationship.
European HR: cross-border employment law
This course considers strategic and practical issues that international HR professionals encounter, from methods to cut costs and improve business performance to contract and policy issues. We explain when HR and legal can support managers’ desire for harmonised terms and conditions and when they cannot. We also show how to organise a restructuring, which affects employees in different countries, each with different information and consultation requirements.
French employment law training
Based on the Napoleonic code and amended by statute ever since, French employment law is markedly different from the UK’s.
German employment law training
Germany is a major trading partner for many countries throughout the world, not to mention the most important single market in the European Union.
Health & Safety breakfast briefing
When the law was changing, our ‘Annual Health and Safety Updates’ covered the key developments that safety professionals needed to know about. But, for the last two years, H&S law has mainly stayed the same and latest sentencing practice does not interest those managing workplace safety.
Immigration risk to employers: right to work checks
Increasing compliance activity, important proposed changes and Brexit mean employers need a clear understanding of right to work issues. This course covers the UK immigration system during the employment life cycle, the areas of law that apply and competing risks and penalties. Using examples of problem cases, best practice to risk is assessed and discussed.
International secondments - contracts and visas
A unique set of employment, immigration, social security and tax requirements must be considered when sending an individual employee to work abroad, or when bringing an employee into the UK. These briefings cover the suitability of different assignment structures, the importance of ‘for-purpose’ documentation, securing and protecting the immigration status of your migrant staff, conflict of laws and jurisdictional issues, and questions that arise at the end of an assignment.
IR35 and HMRC - off-payroll working
These briefings cover the new IR35 rules (from April 2020) and when, and to whom, they apply. These rules make clients liable for determining the tax status of their contractors and the aim is to discourage ‘disguised employment’. We also cover your use of agencies and contractors in your supply chain.
Irish employment law training
The Irish and UK legal systems have many similarities. However, in an employment context those similarities can be deceptive.
Italian employment law training
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?
Menopause and work
More women are in employment than ever before and they are working for longer. If your organisation wants to retain and attract female talent, and address any gender pay gap, it makes sense to consider the effects of this natural transition that will affect every woman, often in very different ways.
Mental health and work- Disclosure and adjustment
In any given week 1 in 6 of us may experience a mental health problem and many more have symptoms of mental ill health, including substance dependence*. Most people recover from their illness or can manage their symptoms.
Nordic (Denmark, Finland, Norway and Sweden) employment law training
This Nordic employment training course covers, in turn, an introduction to the employment law systems of Denmark, Sweden, Finland and Norway. We will also share the experience we have gained in assisting clients with their operations in the Nordic region, and provide comparisons and contrasts with the UK.
Pensions for HR
Pensions used to be the responsibility of pension specialists in the ‘pension department’. But auto-enrolment made pensions an HR concern and the ongoing duties, including re-enrolment, scheme changes and salary sacrifice take up, make pensions a mainstream HR issue. This Pensions for HR course demystifies pension basics and highlights key employer responsibilities and duties, particularly from an HR perspective.
People issues in deals - Disruption then integration
Despite political turmoil and concerns about trade wars, the mid-market of M&A deals has remained buoyant. Private equity funds are awash with funding and many UK corporates and private equity funds are making acquisitions in EU countries. Although the people aspects of a corporate transaction rarely drive a deal, they often determine the success of it.
PMI Award in Pension Trusteeship: training plus PMI supervised exam
The Pensions Management Institute’s Award in Pension Trusteeship (APT) is a longstanding industry qualification. It has grown in significance since the publication this year of the Professional Trustee Standards Working Group’s accreditation framework. Accredited professional trustees must now pass the APT exam. Accreditation is currently voluntary but is likely to become the norm.
Principles of employment law in Asia
Drawing on 20 years of experience advising international employers in Asia, this course is aimed at employers who need a broad overview of the employment landscape in Asia. Unlike the EU, where directives are implemented in each country but follow common principles, Asian jurisdictions take very different approaches to HR legal issues. Even Hong Kong and China, which are technically one country, operate HR legal regimes which are polar opposites.
Renpower Maghreb Investors Conference 2019
The Renewable Energy, Power Infrastructure & Energy Efficiency Conference
South African employment law training
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.
Spanish employment law training
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.
Sponsoring migrant workers: Tier 2 immigration applications
The Government proposes to introduce a new immigration system after 2021 which is likely to be the most important change to immigration law in 50 years. It is critical that UK-based employers, who cannot meet their staff needs from the local workforce, understand who may be sponsored to work for them.
Swiss employment law training
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. Swiss employment law is known as being more liberal than other adjacent jurisdictions. While the fundamental principle of contractual freedom is predominant, it is still important to understand the statutory minimal standard and the social protection mechanisms provided by Swiss law.
Trust-based pension schemes: trustee and employer responsibilities
Pension trustees are required by law to be familiar with pensions and trust law, scheme funding and investment principles and their scheme’s governing documentation. This course is designed to give those with responsibility for trust-based pension schemes the knowledge needed to run their scheme more effectively.
TUPE: principles and practice
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.
US employment law training
This US employment law training course explains the HR regulatory landscape in the US, the relevant government agencies’ authority and the fundamentals of the US employer/employee legal relationship. We provide an understanding of hiring considerations and the concept of ‘at-will’ employment, legal differences in the classification of workers, employee benefits and termination decisions including the mitigation of litigation risk.
Webinar: The impact of the General Election on employment and pensions law
On Friday December 13th we should learn the outcome of voting in the 2019 General Election and whether this results in a majority Government or another hung Parliament. Whatever the outcome, we can expect that Brexit will remain high on the agenda, but employers will also be keen to know how the election result is likely to impact the future direction of UK employment and pensions law and what this means for their workforce planning in 2020 and beyond.

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