Employment Law in Practice fromRecruitment to Termination14-15 Oct 2021, London+ 4 more dates - see back page for full schedule

Programme at a glance: “Very good andinsightful.”Joe Farrant, HR Business Partner,West Park Portfolio Service LLP

“Great presenter whofully engaged with the group. ”Jeremy Lane, People & CultureAdviser, British Horseracing Authority

“The coursecovered everything that I neededto know and was very enjoyable,made even more so by the factthat the speaker was easy tolisten to and made thingsentertaining.”Helen Faulkner, Accountant, Clesse UKLtd

Full programme inside

This course quali�es for

CPD hours

for your Continuing Professional Development records

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2nd September

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Raise your knowledge of the latest employment law and legislation and learn howto deal practically with the numerous issues an employer regularly faces.

Module 1: Whenemployment begins

Module 2: Discriminationand equality

Module 3: Managingchange

Module 4: Employeecomplaints

Module 5: Capability

Module 6: Conduct

Module 7: Ill health

Module 8: Family-friendlyissues

Module 9: Whenemployment ends

Module 10: Redundancy

Module 11: TUPE

Module 12: EmploymentTribunal

Employment Law in Practice from Recruitment toTermination14-15 Oct 2021, London+ 4 more dates - see back page for full schedule

Latest update from our expert speaker

Employment law is an ever-changing beast. Here is a reminder of just four of the changesthat happened in April 2019. Are you up to speed?

1. The deadline for private-sector and voluntary-sector employers to publish their secondgender pay gap report was 4 April 2019, while public-sector employers must publish theirsecond gender pay gap report no later than 30 March 2019.2. Changes to payslips came into law. Firstly, payslips must include additional information forindividuals whose pay varies depending on the number of hours that they have worked. Wherean individual’s pay varies by reference to time worked, the payslip must set out the number ofhours paid for on this variable basis. Secondly, the right to a payslip is extended to all workers,rather than just employees, for pay periods that begin on or after 6 April 2019.3. From 6 April 2019, the minimum level of employer contribution into a pensions auto-enrolment scheme increased from 2% to 3%, with an increase to the employee contributionfrom 3% to 5%. The total minimum contribution therefore increases from 5% to 8%.4. The national living wage for workers aged 25 and over increased to £8.21 per hour on 1 April2019. Other national minimum wage rates also increased, with hourly rates rising to £7.70 forworkers aged 21 to 24, to £6.15 for workers aged 18 to 20 and to £4.20 for workers under 18who are no longer of compulsory school age. In addition the weekly rate of statutory maternity,paternity, adoption and shared parental pay increased to £148.68 for pay weeks commencingon or after 7 April 2019.

Why you should attendThis event has been speci�cally designed for HR professionals to explain employment law in anaccessible, user-friendly format – mixing knowledge with a solid, practical approach – so you havethe most up-to-date information and practical skills to take back to your workplace.Over two days, the course will logically take a journey through the employment life cycle and consideralong the way the key areas of impact from recruitment to termination. More often than not, people arethe most expensive and important asset in an organisation and now that the fees regime at theEmployment Tribunal has gone, careful management is all the more important.Although there is substantial knowledge-based learning during this event, the two days are designed tobe engaging and participative as well as informative. The course will equip you with the knowledge, skillsand con�dence to deal with all the important employment issues so you can act effectively and positivelywithin the law. Attending this programme is an invaluable use of a busy HR professional’s time and isalso relevant to line managers with an HR responsibility.Bene�ts of attending:

Develop your knowledge of the latest employment law and practiceUnderstand how the law is applied both procedurally and practicallyBe up to date with this fast-changing area of the law and its implicationsRaise your pro�le within your organisationLook at how to improve what you do in your workplace to avoid con�ictCommunicate and advise your line managers on how to comply and stay within the con�nes of thelawLearn the tips and techniques that sit behind successful execution of some of your key practices

Who should attend?All HR advisers and specialists from business partners to HR directors will �nd this a highly useful twodays, including:

HR managers and directorsHR business partnersHR specialistsHR controllersHR advisorsHR o�cers and other HR professionals

This course is also applicable to line managers and directors of SMEs who need to fully understand theirpeople management responsibilities and the risks to avoid.

“I hoped to achieve a greater understanding of employment law in relation to performancemanagement, redundancies and consultations and I de�nitely accomplished this and more. The coursecontent was relevant and informative and the speaker was excellent. ”Helen Doyle, HR Advisor, Peter Brett Associates

“Toni was fantastic. Made what could easily be a dull subject fun and engaging throughout.”Kris Taylor-Rush, HR Business Partner, Five Guys

“I really enjoyed the course and found it to be interesting and informative. It was well pacedand the level of insight varied depending upon the needs of the group. ”Matthew Kneale, Generalist – HRBP, Nexen Petroleum UK Ltd

Expert trainerToni Trevett

Toni Trevett is adirector ofCompleteHR Ltd, anHR consultant, and

a coach, mediator and trainerspecialising in HR/peoplemanagement skills,employment law,management developmentand personal development.She has experience ofworking with a variety of largeand small organisations andhas considerable experienceof work in both the public andprivate sector. Clients includeBritish American Tobacco,Schlumberger, Stihl, Shell, TheTelegraph, Dairy Crest,Bywaters, NATS the ACCA,AAT and many more.

She was formerly a humanresources director within theBAA plc group. She is a fellowof the Chartered Institute ofPersonnel and Developmentand a member with over 20years standing of theEmployment Tribunaljudiciary, hearing cases inLondon and the South East.In addition to her trainingwork she conductsinvestigations and hearingsfor clients on disciplinary,grievance, discrimination,harassment and bullyingissues and is also aworkplace mediator.

How to book: falconbury.co.uk/2367 bookings@falconbury.co.uk +44 (0)20 7729 6677

The programme

How to book: falconbury.co.uk/2367 bookings@falconbury.co.uk +44 (0)20 7729 6677

Module 1: When employment beginsThis is the �rst critical point in any employment life cycle, getting the right people into theright roles with the right potential. In this module we will look at what you need to know in termsof legislative impact.

Equality Act 2010Data Protection Act 2018 /GDPRSafe interviewingEmployment status issuesContracts of employment: part-time, �xed-term, zero hours, etc

Module 2: Discrimination and equalityExpanding on the topics covered in the �rst module we will focus on what the legislation requiresof employers when it comes to avoiding discrimination and promoting equality.

DiscriminationThe protected characteristicsTypes of discriminationReasonable adjustments relating to disabilityHarassmentBullyingEqual payGender pay gap

Module 3: Managing changeThings rarely stay still for long in any workplace. In this module we will explore how to dealwith some of the more common impacts on employees when it comes to change.

Reorganisation within your companyChanging terms and conditions

Module 4: Employee complaintsHowever good an employer you are, there are always issues employees want to raise wherethey are dissatis�ed or have concerns or complaints. This module explores how to deal withthese circumstances.

Grievances – what the law requiresGrievances – the ACAS code and procedural issuesThe right to be accompaniedInvestigationsAppealsUnderstanding whistle-blowing – the Public Interest Disclosure Act 1998

Module 5: CapabilityIf managing performance starts with recruitment it ends with formal capability or under-performance management. In this module we will explore how to achieve fair and lawfulmanagement of poor performance.

Capability – what the law requiresCapability – the ACAS code and procedural issuesCapability – lessons to learn from case lawPerformance improvement plansAppealsGross negligence

Module 6: ConductMisconduct and gross misconduct issues need to be managed in accordance with good policiesand procedures. The ACAS code gives important guidelines for employers and failure to followcan lead to increased compensation in a successful unfair dismissal claim at the EmploymentTribunal.

Disciplinary – what the law requiresDisciplinary – the ACAS codeProgressive vs gross misconductDisciplinary – lessons to learn from case lawSuspensionInvestigationsAppeals

Module 7: Ill healthMost employees at one time or another have to take time off when they are ill. In some casesthis time mounts up and, whether it is short-term or long-term, could need your interventionas the employer.

Absence managementShort-term and persistent absenceLong-term absenceDisability-related absenceThe ‘sickie’Return-to-work proceduresRehabilitationOccupational healthAccess to medical reportsThe �t noteIll-health dismissal

Module 8: Family-friendly issuesThis is an area heavy with legislation and process. The aim of this module is to ensure youunderstand what the rights are.

MaternityPaternityParentalShared parentalAnte natalDependantFlexible workingWorking-time issues

Module 9: When employment endsAn inevitable conclusion to some employment journeys is dismissal and fairness is imperativein these circumstances.

The �ve potentially fair reasons to dismiss as set out in the Employment Rights Act 1996Managing fair dismissal both procedurally and substantivelySettlement agreements – what to sayAvoiding undue pressureSettlement agreements – the documentation

Module 10: RedundancyThe right to redundancy payment was introduced in 1965 and since then a variety of other rightsin relation to redundancy have entered our legislation through statute and case law.

The situations that may give rise to a redundancyLay-off and short-time workingProcessSelectionConsultation – individual and collectiveNoti�cation to the Secretary of StateStatutory redundancy pay and/or enhancementsAlternative employmentTime offAutomatically unfair redundancy

Module 11: TUPEBusiness sales, acquisitions, mergers and service provision changes are all toocommonplace, particularly in certain industries and business sectors. In this module an overviewof the legislative and practical aspects will be explored.

When does TUPE apply – identifying a ‘relevant transfer’What are the employee protections enshrined in the legislation?Identifying relevant employeesWhat transfers?Pre-transfer dismissalsPost-transfer dismissalsHarmonisationEmployee liability information obligationsInformation and consultation of appropriate representativesEffect of the employee objecting

Module 12: Employment TribunalWith the removal of the Tribunal fees regime, the number of claims dramatically increased. In thismodule we will consider:

What to do when ACAS callET1 and ET3PreparationBundlesThe hearing

Run this programme in-house for your whole teamComing to Falconbury for your in-housetraining provides an all-inclusive servicewhich gives you access to a widevariety of content, learning platformsand delivery mechanisms as well asyour own personal training adviser whowill work with you from the initialenquiry through to feedback and follow-up after the programme.

With over 600 trainers, all practitionersand experts across a huge range of�elds, we can provide the training youneed, where you need it, when you needit, and at a price which suits yourbudget. Our approach to tailoredlearning and development consists ofdesigning and delivering theappropriate solution for each client.

For your FREE consultation and to �ndout more about how we can work withyou to solve your training needs, pleasecontact Yesim Nurko on +44 (0)207729 6677 or emailinhouse@falconbury.co.uk

Receive a Free

in-house consultation

Employment Law in Practice from Recruitment toTerminationSchedule and prices

Three ways to book:

Online falconbury.co.uk/2367

Email bookings@

falconbury.co.uk

Telephone +44 (0)20 7729 6677

Ref Date Location Price Early booking price Until*

10968 14-15 Oct 2021 Live webinar GBP 899 + VAT = 1,078.80 EUR 1,299 + VAT = 1,558.80 USD 1,474 + VAT = 1,768.80

GBP 699 + VAT = 838.80 EUR 1,019 + VAT = 1,222.80 USD 1,162 + VAT = 1,394.40

2 Sep

11408 11-12 Jan 2022 Venue TBC GBP 1,099 + VAT = 1,318.80 EUR 1,539 + VAT = 1,846.80 USD 1,714 + VAT = 2,056.80

GBP 899 + VAT = 1,078.80 EUR 1,259 + VAT = 1,510.80 USD 1,402 + VAT = 1,682.40

30 Nov

11640 7-8 Apr 2022 Live webinar GBP 899 + VAT = 1,078.80 EUR 1,299 + VAT = 1,558.80 USD 1,474 + VAT = 1,768.80

GBP 699 + VAT = 838.80 EUR 1,019 + VAT = 1,222.80 USD 1,162 + VAT = 1,394.40

24 Feb 22

11884 5-6 Jul 2022 Venue TBC GBP 1,099 + VAT = 1,318.80 EUR 1,539 + VAT = 1,846.80 USD 1,714 + VAT = 2,056.80

GBP 899 + VAT = 1,078.80 EUR 1,259 + VAT = 1,510.80 USD 1,402 + VAT = 1,682.40

24 May 22

11885 12-13 Oct 2022 Live webinar GBP 899 + VAT = 1,078.80 EUR 1,299 + VAT = 1,558.80 USD 1,474 + VAT = 1,768.80

GBP 699 + VAT = 838.80 EUR 1,019 + VAT = 1,222.80 USD 1,162 + VAT = 1,394.40

31 Aug 22

Your choice of date & location We can present this course on an in-house basis, tailored to yourrequirements, at your location and/or online. Contact us atinhouse@falconbury.co.uk or see inside the brochure for more details ofhow this can be a more cost-effective approach.

Multiple booking discounts Booking more than one delegate on any one date quali�es for a 15%discount on the second and subsequent places.

* Note the early booking discount cannot be combined with any other offers or promotional code

The ‘Small Print’

@FalconburyLtd www.linkedin.com/company/falconbury-ltd

FEEThe fee includes all meals and refreshments forthe duration of the course (for venue-basedcourses) and a complete set of course materials(provided electronically). If you have anyparticular requirements, please advise customerservices when booking.

PLEASE NOTEFalconbury Ltd reserve the right to change thecontent and timing of the programme, thespeakers, the date and venue due to reasonsbeyond their control. In the unlikely event thatthe course is cancelled, Falconbury will refundthe registration fee and disclaim any furtherliability.

TERMS AND CONDITIONSThe rest of the ‘Small Print’, the eventcancellation policy and the terms and conditionsare on our website, please visitfalconbury.co.uk/content/terms-and-conditions