The sessions will cover the key issues in each of the following areas:

Week one:

3rd February – 7th February 2025, 9.30-10.30am

• Flexible working
• Handling Data Subject Access Requests
• Settlement agreements
• Right to work checks and preventing illegal working (Immigration)
• A practical guide to TUPE

Week two:

17th March - 21st March 2025, 9.30-10.30am

• 10 Tricky issues
• Conflicting beliefs in the workplace
• Trends in industrial relations and employee voice
• Investigations masterclass
• HR’s role in driving ESG strategy

Key template documents on each topic will be made available to all attendees, which can then be used within your organisation.

Book your place(s) using the Eventbrite links below:

Each session will cost £250(+VAT) per person, or we have an early bird discount of £180(+VAT) per person if you book before the 13^th of January for week one and the 3^rd of March for week two.

Full payment will be taken at the time of booking. You will receive confirmation of your place(s) from Eventbrite following payment. Dial-in details for the session will be sent the working day before the webinar is scheduled to take place.

Please note that refunds will only be given if your place is cancelled more than 24 hours before the event. The sessions will be recorded and will be circulated to all those who register so that you can access them at any time if you are not able to attend the live session.

If you have any questions, please contact our events team: events@burnesspaull.com.

Flexible working

Date: Monday 3rd February         

In the wake of widespread homeworking brought about by the COVID-19 pandemic, employers continue to see an increase in requests for more permanent flexible working. 

This session will cover how to handle flexible working requests to meet current statutory requirements and general good practice, including who is eligible, the different types of flexible working, what process to follow, the ACAS code of practice, the grounds on which a request may be refused and common issues arising. 

It will also consider the discrimination risks associated with refusing flexible working requests and how employers may mitigate against those.

Handling Data Subject Access Requests

Date: Tuesday 4th February                                

With the advent of EU General Data Protection Regulations and the Data Protection Act 2018, along with increased media attention on data breaches, the volume of data subject access requests being made by employees and other data subjects continues to increase. In this digital world, dealing with such requests and the large volumes of data which they can cover can be complex, costly and time consuming.

This introduction to data subject access requests will cover what employers need to know on how to deal with requests, with a real practical focus on how best to manage these and deal with some of the tricky issues they can throw up such as excessive or unfounded scope, disclosure exemptions and third party redactions.

Introduction to settlement agreements

Date: Wednesday 5th February

Settlement agreements can be a very effective tool in an employer’s armoury to guard against or resolve Employment Tribunal claims.

This session will cover what all you need to know about settlement agreements, the key legal requirements for enforceability, common issues to be considered and negotiated, key points of difference between the laws of Scotland and England & Wales and how to hold effective protected and without prejudice conversations with employees in relation to settlement agreements.

Right to work checks and preventing illegal working

Date: Thursday 6th February

All employers need to understand their obligations in relation to appropriately conducting Right to Work (RTW) checks and meeting their statutory duty to prevent illegal working. It is not enough to simply conduct some form of passport check on new employees. To be fully protected from civil penalties, employers need to carry out the appropriate RTW checks in the exact manner prescribed by the UK Home Office.

This session will cover:

• What happens if checks are not carried out
• When follow-up checks need to be done
• Are tax documents/national insurance numbers acceptable?
• Can checks be conducted remotely?
• Are expired documents acceptable?
• What are the pros and cons of using the new IDVT process?

The session will also cover changes to the rules, online checks, post-Brexit checks on EU/EEA nationals and will provide attendees with an advanced knowledge of the 'Preventing Illegal Working' regime as it applies to employers. There will be an opportunity for discussion and questions.

This session is suitable for those already dealing with RTW checks for their organisation. It will also suit those new to RTW checks or simply those seeking to expand and develop their knowledge of the rules.

A practical guide to TUPE

Date: Friday 7th February          

This session will provide you with a comprehensive and practical introduction to the TUPE regulations.  It will cover when TUPE applies, to whom it applies, the duty to inform and consult and provide employee liability information, the other protections TUPE confers, and how to contractually mitigate risks posed by TUPE and otherwise deal with its practical implications.

10 Tricky issues

Date: Monday 17th March

This session will cover a selection of some of the trickier HR issues that we regularly help clients navigate. Topics will include without ‘prejudice' discussions, ex-employee competition, relationship breakdowns, conflicting protected characteristics, disciplinary/grievance overlaps, and anonymous complaints.

Conflicting beliefs in the workplace

Date: Tuesday 18th March

Employers are increasingly being required to consider how to respond when colleagues fundamentally disagree and where both workers have protected (and potentially competing) beliefs under discrimination law.

When such situations arise in the workplace, there is often a need for employers to respond quickly and understand how to delicately balance the rights of both workers involved. This session will consider:

• The developing case law and relevant legal tests
• The dangers of a clash of beliefs
• Whether an employer is required to respond when the conflict of beliefs takes place online
• Practical steps to mitigate risk
• Frequently asked tricky queries

Trends in industrial relations and employee voice

Date: Wednesday 19th March   

The industrial relations landscape is shifting, driven by economic pressures, political change, and evolving workplace expectations. Understanding these trends is key to maintaining productivity and a positive workplace culture.

This session will explore:

• Reflections on discontent and the current industrial relations climate under a Labour Government
• What to expect from the Employment Rights Bill
• Lessons from union collective bargaining in a cost-of-living crisis
• Pay disputes, strikes and industrial action short of strike
• Employee voice and all-employee engagement – a viable alternative to unionisation and/or a complementary approach
• Start-up activities to set up an Employee Forum

Investigations masterclass

Date: Thursday 20th March

Fair and objective investigations are key to positive employee relations, identifying and managing risks and, ultimately, protecting your organisation from litigation. Failure to handle investigations well (whether in the context of grievance, disciplinary, whistleblowing or wider cultural issues) can create significant legal issues as well as generating cost and reputational risks for employers.

This session will equip you to handle any investigation process from start to finish and explore common issues arising including:

• The purpose of an investigation and role of an investigator
• How much investigation is required
• Potential sources of evidence to explore
• How to deal with reluctant and anonymous witnesses
• How to deal with matters involving the police and criminal investigations
• How to document your investigation
• Legal privilege

HR’s role in driving ESG strategy

Date: Friday 21st March           

The importance of ESG has intensified in the past couple of years. Developing an ESG plan is no longer an additional ‘extra’, rather it has become a business necessity. HR practitioners have a fantastic opportunity to make a strong contribution to the success of their organisation through shaping and implementing a successful HR ESG strategy. ESG is not only about environmental impact; from an HR point of view, it includes equal pay, salary transparency, executive pay and diversity and inclusion and so much more. An effective ESG strategy touches every aspect of a business from an HR perspective, from recruitment to retention.

We will discuss ESG and how HR can be a key driver in achieving success.  We will be joined by our Inclusion and Wellbeing Manager and Sustainability Manager to discuss how they contribute to our HR ESG strategy.

What we will cover in the session:

• What ESG covers and why it is important for employers.
• The interaction between ESG and HR.
• What an ESG strategy looks like vis a vis HR.
• How our Sustainability Manager is shaping the people aspects of “E” in ESG.
• How our Inclusion & Wellbeing Manager is shaping the people aspects of “S” in ESG.
• How an HR strategy can contribute to the “G” in ESG