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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. 

View our full Terms and Conditions

Upcoming events, webinars and training

  • 15th Annual Labour Relations Conference - beyond Brexit together apart?

    When a group of people act together the more powerful have to listen. The TUC is right about this*. They are also right that some of the UK’s leading companies have vital union relationships, that the union movement is getting smaller and that members and activists are getting older. But isn’t an internal WhatsApp group a form of ‘union’? What about an online petition, a Facebook page or a letter to The Times with multiple signatures?

  • Adjustments - What is reasonable?

    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’.

  • Advanced employee investigation interview skills and tactics

    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.

  • Austrian employment law training - practical guidance and local insights

    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 - practical guidance and local insights

    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.

  • Business immigration update - UK visa sponsorship and licence management

    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 Slovakia

    The Central and Eastern European (CEE) countries have distinctive employment law frameworks which an increasing number of HR practitioners and inhouse lawyers must come to terms with.

  • 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.

  • Crisis, HR and PR

    High profile cases of sexual harassment have taught us nothing new about the law. Reputable organisations, with sophisticated HR awareness, were embarrassed by behaviours that were obviously wrong and then humiliated as the story unfolded. In each case there were rumours … and yet!

  • Delivering successful campus development projects - effectively risk managing the pitfalls

    In an increasingly global market quality and innovation in campus facilities can be a key differential for any institution. It attracts talent and promotes the brand. But developing state of the art buildings to live and learn on campus is a complex business. Every development is unique and has its own issues to protect but successfully delivering on time and on budget requires careful structured planning to eliminate and mitigate potential risk.

  • Director responsibility for safety - Punishing fines and individual prosecution

    Directors including board directors, in-house lawyers and experienced HR, health and safety and facilities professionals.

  • Disclosure and barring update - Safeguarding: changes, misconceptions and duties

    The Disclosure and Barring Service’s remit and processes have changed recently, widening access and using new technology to help employers make safer employment decisions. But DBS compliance assessments show that some Registered Bodies continue to make basic errors, such as failing to follow identity checking guidance or applying for inappropriate and unlawful barring list checks.

  • Dutch employment law training - practical guidance and local insights

    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.

  • 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

    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.

  • Employment Law Breakfast Briefing: GDPR – tackling the practical HR issues

    Despite the GDPR implementation date of 25 May 2018, many organisations are still tackling the practical implications of this new, and at times ambiguous, legislation. We all understand that data must be retained for “no longer than necessary”, but what does that actually mean? What can we keep and for how long? And what practical steps will organisations take to ensure data cleansing happens?

  • 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

    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.

  • Fairer pay? Gaps, ethnicity and ratios

    So what are you going to do now? Your valued staff, customers, future talent and the press can see your gender pay gap data, alongside any explanation provided and action plans you have committed to. In less than 12 months’ time you must publish new data and progress will be expected. Pay gaps arise from the structure and composition of a workforce, often linked to custom and practice over decades.

  • Fire safety post Grenfell - managing the regulatory, legal and reputational issues

    The recent high profile case of Grenfell Tower, as well as the earlier fire at Lakanal House, highlight that it is vital that fire safety risks are managed in residential and multi-occupancy buildings.

  • French employment law training - practical guidance and local insights

    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 - practical guidance and local insights

    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 and Safety Summer School - Reputation and responsibility

    In 2009, six people died when a high-rise fire enveloped Lakanal House. Last year, the London Fire Brigade told the Court, “Bringing this prosecution against Southwark Council has been about ensuring that lessons are learned”. If only they had been. Health and safety professionals cannot forget the basics. They must still ensure managers know, understand and fulfil their responsibilities even when they may not want to listen, and that warnings from near misses and incidents are heeded.

  • HR summer school: Future-ready HR

    Given the demographic, technological and political shocks employers are likely to face in the next decade, what should HR stop doing or continue to do, and what are the new areas of focus? This Summer School provides different insights and ideas about the new opportunities HR professionals have to shape their organisations and their employees’ experience.

  • Immigration courses - Preparing for HEAT Inspections

    UKVI’s Higher Education Assurance Team (HEAT) are currently undertaking a programme to audit all universities over the next 12-18 months. As UKVI can take action, up to and including revocation of a sponsor’s licence, it is extremely important that universities are fully prepared for a HEAT inspection. Eversheds Sutherland’s Education Immigration team regularly helps universities prepare for a HEAT inspection by rigorously testing their processes and procedures to determine their effectiveness

  • International assignments - contracts, visas and tax

    Business migration and immigration continues at pace, despite political changes, although we are seeing more evidence of contingency planning. A unique set of employment, immigration and tax requirements must be considered when sending an individual employee to work abroad, or when bringing an employee into the UK. It is tempting to take a template approach to assignments but this can prove costly in the long run.

  • Introduction to Defined Benefit pensions: running a DB scheme

    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.

  • Introduction to Defined Contribution pensions: running a DC scheme

    Trustees are also required to be familiar with their scheme’s governing documentation. HR specialists, pensions managers and company directors also need to know about the increasingly complex legal framework within which their company’s pension scheme operates. This course is designed to give those with responsibility for a DC pension scheme the knowledge they need to run their schemes more effectively.

  • Introduction to UAE employment law (excluding DIFC and ADGM)

    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.

  • Irish employment law training - practical guidance and local insights

    The Irish and UK legal systems have many similarities. However, in an employment context those similarities can be deceptive.

  • Israeli employment law training - practical guidance and local insights

    Israel has become a preferred regional base for many multinational companies. An increasing number of companies also have Israeli operations, either through regional expansion or through acquisition. Israeli employment law is unique and extremely dynamic, regulated by a variety of legal and contractual sources as well as an influential labour court system.

  • Job stress - reduction and inspection

    The Health and Safety Executive’s 2017 health priority plan has work-related stress as one of three occupational health priorities. The HSE aims to increase the number of employers proactively managing work stress through the Management Standards approach. HSE inspectors are more attentive now to work related ill-health and HR and safety professionals must work together to tackle the causes and consequences of stress in the workplace.

  • Management of student accommodation

    Accommodation is at the heart of the student experience. In addition student wellbeing can be greatly affected by living conditions, so getting the accommodation strategy right is key to an institution’s reputation for delivering successful student living and learning. In an increasingly cost conscious environment, this can be a key differentiator when students are choosing between institutions.

  • Managing difficult parent issues – a seminar for academies and colleges

    It has been widely reported that parents and guardians have increased expectations regarding the education and support provided by academies and colleges and are becoming increasingly demanding and willing to challenge institutions, and individual members of staff, where their expectations have not been met.

  • Managing without Fear - Skills Masterclass

    In this interactive skills session we will explore how to manage complex staff issues in a proactive and timely way whilst minimising any risks arising from taking this approach including:

  • Menopause at 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.

  • Minimum wages - Reputation and enforcement

    Some employers, with employment models which include minimum wages, are struggling to comply with complex, often ambiguous, regulations. As the national living wage rises, higher-wage employers, including those in the public sector, are also coming into scope without realising how their normal payroll practices make them vulnerable to inadvertent, technical breaches. And because those who run their own business are not entitled to the minimum wage, some companies are using bogus arrangements.

  • People issues in deals - Disruption then integration

    Low interest and exchange rates, Brexit, America First, and even Northern Powerhouse initiatives are leading to a flurry of transactional activity. Although the people aspects of a corporate transaction rarely drive a deal, they often determine the success of it. Without careful internal messaging about the strategic benefits of a deal, and genuine storytelling about the vision for the future, an organisation may fail to gain the emotional buy-in necessary to realise the full value of the project.

  • Reducing litigation legal spend Part 2 - using Legal Project Management to keep you in control, and negotiating 3rd party costs at the conclusion

    In the second in our series of joint insurance and costs seminars, we will look at the role of legal project management in controlling legal spend, followed by some tips to enable you to better negotiate and reduce third party legal costs. The session will be co-chaired by our Co-Head of Global Insurance, Simon Brooks, and our Head of Costs, Glenn Newberry. Location: The Ivy City Garden, 69 Old Broad Street, London EC2M 1QS

  • Reputation and Managing Employee Misconduct - Thought leadership events for senior leaders

    These interactive sessions will discuss challenging and topical issues and will be chaired by leading legal experts. Our team will provide you with unique insights into the issues and will lead a discussion on these rapidly developing topics. Attendance will be limited in order to provide you with an opportunity to engage in questions and answers on what the topics really mean for your institution, what steps to take and what the future may hold.

  • Safe recruitment - Inclusion with checks

    When line managers compete for talent in a tightening labour market, they will try to speed up the hiring process. They are also selecting from a global and more diverse talent pool.

  • Spanish employment law training - practical guidance and local insights

    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.

  • Tech Start-ups: Get it Right!

    InnerCircle is a networking group which encourages junior professionals from a diverse range of industries to forge strong business contacts in and around the city where they work.

  • Tricky issues facing schools and academies

    Many schools and academies face complaints and challenges over the decisions that they take with regard to admissions and exclusions, particularly in relation to pupils with SEND. This session is designed as a recap of the obligations imposed on schools and academies in acting in accordance with the Department for Education’s School Admissions Code, School Admission Appeals Code and the Exclusion guidance, to ensure that fair and lawful admission and exclusion processes are undertaken.

  • Webinar - Compliance with Tier 2 Sponsor Obligations and Update

    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 this trend is likely to continue, especially with the implications of Brexit and the changes that will happen to the immigration system as a result.

  • Webinar - Compliance with Tier 4 Sponsor Obligations and Update

    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 this trend is likely to continue, especially with the implications of Brexit and the Government commissioning the Migration Advisory Committee to carry out a detailed study of the impact of international students (both EEA and non-EEA nationals) in the UK.

  • Webinar - Hot Topics for HR

    Our education lawyers will explore the key topical employment issues for HR practitioners in higher and further education institutions, academies and schools.

  • Webinar - Understanding dispute resolution mechanisms. Litigation or alternative dispute resolution - what are the options what are the differences?

    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 become more widely used. But what are the differences and what are the pros and cons?

© Eversheds Sutherland 2018. All rights reserved. Eversheds Sutherland is a global provider of legal services operating through various separate and distinct legal entities.

Eversheds Sutherland is the name and brand under which the members of Eversheds Sutherland Limited (Eversheds Sutherland (International) LLP and Eversheds Sutherland (US) LLP) and their respective controlled, managed and affiliated firms and the members of Eversheds Sutherland (Europe) Limited (each an "Eversheds Sutherland Entity" and together the "Eversheds Sutherland Entities") provide legal or other services to clients around the world. Eversheds Sutherland Entities are constituted and regulated in accordance with relevant local regulatory and legal requirements and operate in accordance with their locally registered names. The use of the name Eversheds Sutherland, is for description purposes only and does not imply that the Eversheds Sutherland Entities are in a partnership or are part of a global LLP. The responsibility for the provision of services to the client is defined in the terms of engagement between the instructed firm and the client.