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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. As workplaces become more inclusive of older and disabled workers, as technology and work patterns change and good practice expectations rise, managers face an ever broadening range of requests.
  • 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.
  • A new immigration system – what it will mean for your recruitment of non-British/Irish staff - webinar

    There are fundamental changes to the UK’s immigration rules in the pipeline. These will result in a new immigration system applying to non-British and Irish citizens and will not just therefore mean changes to the existing provisions in respect of your recruitment of staff from outside the EEA but will also extend your institution’s compliance obligations to EEA nationals who have up until now have been exempt from the rules due to their right to freedom of movement
  • A new immigration system – what it will mean for your recruitment of non-British/Irish students - webinar

    There are fundamental changes to the UK’s immigration rules in the pipeline. These will result in a new immigration system applying to non-British and Irish citizens and will not just therefore mean changes to the existing provisions in respect of your recruitment of students from outside the EEA but will also extend your institution’s compliance obligations to EEA nationals who have up until now have been exempt from the rules due to their right to freedom of movement.
  • An introduction to trans-national agreements

    This session will cover an introduction to academic collaborations and contracts with international agents. We will also cover topics such as due diligence, common clauses, local advice and what to do when things go wrong.
  • Apprenticeship employer agreements

    This session will cover an introduction to these agreements and the ESFA Funding rules which underpin them. We will also cover topics such as:
  • Atypical/irregular hours workers

    The issue of atypical workers is an important one for the sector with it trying to balance modern working practices and the desire for flexible working against allegations of exploitation and the trade unions campaign against casualisation.
  • 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.
  • 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.
  • Challenging times in the new regulatory regime – when and how to challenge the OfS

    Two years in, the way OfS is exercising its powers is really starting to shape the sector. The dynamics between an institution and its regulators can be complicated but getting the relationship right is ever more critical for any institution to thrive. In this session we’ll take an overview of the regulatory landscape, review the recent case law and guidance on the way OfS is operating and consider when and how to exercise options for appeal, complaint and judicial challenge.
  • Charity law for educational institutions

    In this session we will cover key charity issues for institutions including:
  • Clean Energy Project Lifecycle Training Day

    On Monday 16 March 2020, our Clean Energy and Sustainability Team will be co-hosting with Synergy Consulting a Project Lifecycle Training Day in Riyadh.
  • Company Law Refresher - webinar

    We will provide a refresher on the administration of companies from a company law perspective. The session will cover:-
  • Complex investigations and privilege? - Brand-damaging allegations

    An employee's criminal wrongdoing, or gross misconduct, can often be isolated and contained. But behaviour which contradicts an organisation's brand values may pose an existential threat. How, and when, the company investigates potential misconduct can affect corporate reputation almost as much as the alleged conduct itself.
  • Compliance with Tier 2 sponsor obligations - webinar

    Education providers who employ or wish to employ non-EEA staff need to sponsor them, most likely under the Tier 2 (General) route. Tier 2 has been subject to a number of recent changes and although the sponsorship system may well change fundamentally from 2021, in the interim institutions need to comply with the current rules.
  • Compliance with Tier 4 sponsor obligations and update - webinar

    Education providers who teach or wish to teach non-EEA students need to be Tier 4 sponsor licence holders. Tier 4 has been subject to a number of recent changes and although the sponsorship system may well change fundamentally from 2021, in the interim institutions need to comply with the current rules.
  • Cyber security and pension schemes

    The Pensions Regulator has issued guidance on cyber security, highlighting the need for trustees to be aware of their “responsibilities in respect of cyber resilience” and to “receive regular training and have access to skills and expertise to understand and manage cyber risk”. 
  • Dealing with student/staff sexual misconduct allegations

    The tertiary education sector is under increasing scrutiny in respect of how it responds to and deals with allegations of sexual misconduct raised by students and by staff and the strategies and arrangements institutions have in place to prevent such conduct and to support students and staff generally.
  • Diversity data diagnostics - What’s it got to do with you?

    If a higher percentage of women leave your organisation than men, you need to know about it so that you can find out why. An employer cannot say it has a representative workforce unless it collects diversity data about the people who work for it. A difficulty is that staff often think they have already provided this information.
  • 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 Round Up - Key Lessons for 2020

    A key skill of all HR practitioners is to learn lessons from the past at the same time as preparing for significant future developments. This session takes a practical look at the key lessons HR practitioners can learn from recent case law together with the key legislative developments they must plan for in the year ahead.
  • Essential employment law for HR professionals

    HR professionals and managers need to understand the legal framework that underpins the employment relationship.
  • Essentials for academy clerks and company secretaries

    Becoming an academy confers legal responsibilities under company and charity law which many schools and sponsors are unfamiliar with.
  • 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.
  • GDPR update for HR professionals - webinar

    Although the provisions of GDPR came into force in May 2018, the implications of the changes are still being felt. In this six monthly update for HR professionals in the education sector we will provide a refresher on the definitions and key points; look at practical solutions from an operational perspective and consider the implications of Brexit.
  • 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.
  • Handling complex, reputationally sensitive and high-value disputes

    Running a university or Higher Education Institution is an increasingly complicated business – and the sector is facing a time of unprecedented change. With change and complexity comes risk; legal, financial and reputational. Some risks can be avoided, but others will require management as they arise. And in an age of 24 hour media, disputes can spiral out of control very quickly. So having clear strategies to minimise the fallout for your institution will be critical.
  • 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.
  • Health & safety summer school 2020 - hot topics and theatre

    Prosecutions are down. There is no new safety law, and Brexit should not make much difference, but employers cannot drop their guard when it comes to the health and safety of people.
  • Hot topics for HR – webinar

    The combination of a new government and the UK leaving the EU is likely to mean further changes to employment law. In this six monthly update we will look at the recent and forthcoming changes with a particular focus on those most relevant for the education sector.
  • How to effectively settle a dispute – what are the options for dispute resolution and what are the differences? - webinar

    Alternative forms of dispute resolution are becoming ever more common. Encouraged by the courts and increasingly favoured by parties, options such as mediation, arbitration and adjudication are becoming more widely used. But what are the differences and what are the pros and cons? We’ll consider the options and also look at other settlement tactics including Part 36 and Calderbank offers; the factors which may influence tactics and what to use when.
  • HR legal update

    We have not had a strong majority Government since 2005. Now, employment reforms and new legislation will be brought into force. The Queen’s Speech reflected the new Government’s predictable manifesto commitments to raise minimum wages, protect gig workers, extend family-friendly and flexible working and introduce a new immigration system.
  • HR summer school: grasping the nettle

    ‘Can-kicking’ is a typical, understandable human tendency, but in the employment context it is rarely the right thing to do. Avoiding dealing with behavioural or cultural issues often leads to larger problems, sometimes years down the road. HR professionals need to know what is really going on. They must judge when to intervene and how. They need to make sure they are heard by leaders and line managers and ensure that the right actions are followed through.
  • Immigration applications (Tier 2) - sponsoring migrant workers

    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.
  • 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.
  • In-house Counsel Legal Update

    We are delighted to invite you to our Eversheds Sutherland In-house Counsel Legal Update on Tuesday 10 March.
  • In-house Counsel Legal Update - Manchester

    We are delighted to invite you to attend the next Eversheds Sutherland In-house Counsel Legal update.
  • International pensions promises: legacy risk, harmonisation and mobility

    Although harmonisation and consistent treatment will often be the most efficient options for an international company, every country's retirement benefit provision is strongly influenced by local law, cultural expectations and economic circumstances.
  • 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.
  • Introduction to UAE employment law (excluding DIFC)

    There is a common misconception that employees in this region have few employment rights. While it is true that the potential cost exposures for employers are apparently less than, say Europe, there are business continuity consequences and reputational risks to consider.
  • Investigating and managing sexual harassment complaints – latest developments and key legal issues

    The issue of sexual harassment continues to be high profile with widespread local, national and international coverage across multiple sectors and jurisdictions. This has included widespread discussion and analysis of the issue in the education sector and an examination of how institutions currently deal with such allegations and whether their current practices and policies are fit for purpose.
  • IP commercialisation for education institutions - webinar

    In this webinar for education institutions we will cover:
  • 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?
  • Joint ventures

    There are more models for joint ventures across the education sector than ever before: Institutes of Technology, research institutes, joint schools, UTC’s, National Colleges and service sharing vehicles to name but a few. Each of these models is unique and we could never explain the detail of each in one session. But all educational joint ventures have some key aspects in common and risks which should be considered. We will look at a framework for legally risk assuring any joint venture.
  • Key learnings - Real Estate Litigation breakfast seminar series 2020

    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. Each session will provide at least one hour of CPD and will be held at our Manchester office over a light breakfast. To book on to a particular session or sessions, please contact Kasia, on + 0161 831 8356 or at
  • Legal privilege in practice - how it’s won and lost and strategies for effective document management - webinar

    We’ll take a look at the rules around disclosure and privilege and discuss some practical strategies for effective document management. We’ll also look at the new disclosure pilot which affects the disclosure rules for many court cases with effect from 1 January 2019.
  • Mediation workshop

    Come along to an interactive workshop when Alison Oldfield of Eversheds Sutherland and Paul Greatorex from 11 Kings Bench Walk Chambers will take a look at mediation as a route to settlement. When to use it, what’s involved and practical tips for getting the most out of this form of ADR.
  • Menopause and work

    More women are in the workplace than ever before and they are working for longer. If employers are to retain their talents (and address any gender pay gap) they need to consider the variable effects of the menopause. These roundtables include the insight of an experienced occupational health doctor and consider your duty of care to mid-life female talent whose work may be affected and who deserve your support.
  • 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.
  • Nuts and bolts of possession – commercial

    A review of the legal framework for recovering possession of commercial premises. When might a tenant have security of tenure and what does it mean if it does? A practical guide to understanding the 1954 Act regime and some tips for successfully navigating it.
  • Nuts and bolts of possession – residential - webinar

    A review of the legal framework for recovering possession of residential premises. The process of recovering possession of student accommodation and the statutory regime which applies under the 1988 Act for other forms of residential property. A practical guide to understanding the regime and some tips for successfully navigating it.
  • Pensions education sector annual conference

    Following the success of our inaugural pensions education sector conference 2019 we will be holding another conference next year in our Birmingham office.
  • 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.
  • 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.
  • Protecting your IP when contracting with third parties – IP development and exploitation agreements – webinar

    In this webinar for education institutions we will consider: − contract principles − early questions to consider: • what is the purpose of collaboration? • what IP may be generated? • who owns background IP?
  • Reverters and how to spot them

    This webinar will provide delegates with an introduction to the rights of reverter, which may result in unexpected consequences where land ceases to be used for certain educational purposes.
  • 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.
  • Student contracts and consumer law compliance

    Higher education institutions and further education colleges continue to face close scrutiny of the compliance of their student contracts with consumer law, not just from the Office for Students, Office of the Independent Adjudicator and Competition & Markets Authority but also from students who are increasingly aware of their consumer and contractual rights and ready to challenge institutions where they perceive they have not been afforded those rights.
  • Student mental health and information sharing

    This panel-style session will provide a forum for high level discussion of data sharing and confidentiality in the context of student mental health and wellbeing and will assist institutions to identify best practice. It will be chaired and facilitated by two of our legal experts specialising in student issues and privacy law.
  • 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.
  • Trans and intersex staff: true selves at work

    As your organisation becomes fully inclusive, and your staff feel more confident about bringing their true self to work, the more likely it is that you will encounter a widening range of gender identities and expression. Your staff may celebrate a colleague’s individuality but they may lack confidence about the right words to use.
  • 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.
  • TUPE across Europe: staff transfers in multiple jurisdictions

    Under the European Acquired Rights Directive, employees sometimes transfer automatically from one employer to another. It is tempting to think that the rules that apply will be the same across Europe, but because Member States implement their legislation differently, this is far from true. This assumption can have costly consequences for business.
  • 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.