Who should attend

This course is aimed at experienced HR professionals and in-house lawyers. It is assumed that delegates have a working knowledge of employment law.

Synopsis

As vaccine programmes promise new hope, employers and the Government are looking to move beyond the pandemic and plan for the future - a future outside the European Union. Will the Government return to its employment manifesto commitments, or has COVID-19 reset policy priorities? What is achievable? How will the pandemic change HR practices in the long term?

Before COVID-19, the Government was expected to deliver new rights for carers, parents and casual workers, as well as make changes to flexible working and the enforcement of workplace rights. Meanwhile, employers are already responding to off-payroll (IR35) changes, Brexit, a new immigration regime and significant case law on holiday pay, working time, equality and employment status. The employment tribunal system is also facing challenges and is promised reform.

Join our experienced employment lawyers online for this summary of the latest employment law developments and practical implications.

Programme

09.30 start; 11:30 close.

What next for COVID-19 in the workplace?

• vaccines and the workplace
• managing a return to a “new” normal
• the end of furlough support
• increased employment litigation

Latest immigration developments

• responding to the new immigration system
• right to work processes
• emerging discrimination risks
• frontier workers and frequent travellers

IR35 changes: how have employers responded?

• employer options: the advantages and disadvantages of different employment models
• common commercial contract issues to limit potential exposure/ liability
• due diligence and training: whether IR35 compliance is dealt with in-house or outsourced 

Case law developments

• holiday pay calculation and determining liability for arrears
• employment status
• national minimum wage
• equal pay comparators
• changing collective employment terms

New legislation: 2021 expectations in summary

• a right to request a more predictable contract
• new neonatal and carers’ leave
• extending maternity protection on redundancy
• flexible working as a default (unless refusal justified)
• protecting workers’ tips
• a new single enforcement body
• potential changes to: ethnicity pay reporting; sexual harassment; employment status; non-disclosure agreements; support for survivors of domestic abuse; exclusivity clauses and restrictive covenants

Please note that a comfort break will be provided part way through this session.