Prevention is better than cure

The Smith Partnership HR training services aim to keep you up to date with all the latest changes and developments in employment law. This allows you to confidently manage your most valuable asset, your employees, effectively and sustainably as well as sparing your business any costly mistakes.  

For more information on our HR training, contact us today.

What we provide training on

In the ever-changing field of employment law, our training programmes are designed to be informative, interactive and engaging, equipping attendees with the knowledge and skills to take information on board and implement where appropriate. As well as providing you with legal updates and explanations of any practical implications to your business, our team also helps to reinforce good practice and protect businesses against non-compliance. 

We can provide training on:

  • Conducting workplace investigations 
  • Managing sickness absence 
  • Holiday pay 
  • Flexible working  
  • Diversity and discrimination 
Who should attend?

Depending on your business’s size, structure and requirements, our training courses are designed to be of use to various teams and groups within a company, and at a variety of levels. We can provide training to: 

  • HR professionals and teams 
  • Managers 
  • Owners 
  • Other employees
Bespoke courses

Drawing from our years of experience in employment law combined with specialist knowledge of various sectors and industries, we can offer bespoke courses that are entirely tailored to suit your business’s specific requirements.

To find out more about our bespoke HR training courses, contact us today.

Why choose us?

With years of experience in employment law, our team is well-equipped with the knowledge and expertise to provide practical training to your business and staff. With a long-term focus on protecting your company and its workforce, we act as HR training consultants aiming to provide you with the legal know-how to reduce your need and dependency on external support in the future.  

As a firm, our services are built on being straightforward and our training courses are no different. We deliver useful information in a straight-talking, jargon-free way, ensuring you leave the session with a confident understanding of how it can be applied to your business.  

With offices in Derby, Leicester, Burton Upon Trent, Swadlincote and Stoke on Trent, we provide accessible expert employment and HR training to a range of different businesses. Depending on your circumstances, we can provide training at your premises or our offices.  

Contact our team today

To find out how our expert team of solicitors can help you, contact us today on 0330 123 1229, send us an email via info@smithpartnership.co.uk or complete our contact form.

FAQs

If the employee has already been dismissed, you must ensure that they have been given a right to appeal that decision. The employee will then need to commence ACAS Early Conciliation to raise their claim before issuing employment tribunal proceedings. The ACAS Early Conciliation will give you advanced warning of the claim and enables you to decide whether to offer a resolution, such as a settlement payment.

You must ensure that you follow your own disciplinary procedure and the ACAS Code of Practice on Disciplinary and Grievance Procedures. This includes carrying out a separate investigation, inviting the employee to a disciplinary hearing, providing them in advance with details of the case against them, allowing the employee to state their own case and call witnesses or produce evidence, applying an appropriate sanction such as a disciplinary warning, and allowing the employee an opportunity of appeal against the decision taken. The employee also has the right to be accompanied by a work colleague or trade union official at disciplinary and grievance meetings.

Employment solicitors will normally represent and advise clients in relation to contentious legal issues, whereas HR consultants will normally provide a hands-on service, for example sitting in disciplinary and grievance meetings to advice.

Settlement agreements can be complex. It is important that the agreement properly deals with the settlement of claims, applies the tax rules correctly, and sets out obligations regarding the employee’s post employment restrictions and confidentiality. As a settlement agreement is a legal document, it is advisable to instruct solicitors to draft an agreement appropriate to the employer’s requirements.

Settlement agreements are used to resolve disputes between employees and employers, normally at the end of the employment. The law surrounding settlement agreements requires that employees must have independent legal advice in order for a settlement agreement to be binding. It is customary for the employer to pay a contribution towards the employee’s legal costs in taking advice on the settlement agreement.

If an employee falls ill before a pre-planned holiday, or during that holiday, they are legally entitled to re-schedule that holiday and to take it later. Employers should set out how the employee must report such absence within their holiday/ sickness policies.

Holiday pay should be calculated on an employee’s normal rate of pay. This should include their basic pay, together with payments intrinsically linked to their role. Current caselaw shows that this will normally include guaranteed and compulsory overtime, commission, bonuses related to performance, and other allowances, such as shift allowances. The rules are complex and advice on your own circumstances is essential to ensure you do not overpay or underpay holiday entitlement.