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HR & Employment Law Essentials

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September 23, 2019

This FREE half day event will provide broad, practical advice and tips on employment issues, that any business owner, line manager or person responsible for HR needs to be aware of:

  •  An overview of what you legally need to be aware of when you employ staff – employment law is complex; ignorance will be no defence if you receive an employment tribunal claim.
  • Self-employed, worker or employee?’ – it’s not an employer’s choice to determine whether somebody is self-employed; the status is based on what happens in practice. Understand how this works and what the risk is of getting it wrong.
  • Types of contracts – types of contracts that can be used in your business: permanent, fixed term, zero hours, casual worker, interns and what you need to be aware of.
  • ‘Helping out’ – people who ‘help out’ on a casual basis are likely to have rights – do you know what they are and could you be at risk?
  • Discrimination risks – are you aware of how you may face risk at any stage when employing people, from recruitment through to dismissal and what the ‘9 protected characteristics are’
  • Disciplinary and Grievance – understanding capability v conduct, how to discipline staff and deal with issues that could be grievances.
  • Managing Absence including sickness and what rights employees have to statutory time off e.g. maternity, paternity, emergency dependant leave and rights to request flexible working.
  • Holidays – are you aware of statutory rights for holiday entitlement and how to calculate, especially for part time, casual and zero hours staff?
  • Working Hours & Breaks – understanding the law on working hours and breaks and the different legal requirements for young workers.
  • Uniform or stipulating clothing – if you require your staff to wear a uniform or instruct to wear e.g. black trousers – you may be in breach of contract for underpayment of National Minimum/Living Wage in how you do this. Many employers are getting caught out – learn how not to be one of them.
  • What the costs could be of ‘getting it wrong’ if you receive an Employment Tribunal claim