Discrimination: Hints, Tips and Solution-Focused Answers for Employers

Tue 26 June 2018

The Caledonian Club 9 Halkin Street London SW1X 7DR

Answers to 9 Thorny Questions: Directly from 7 of the UK's Most Sought-After Lawyers

5 hrs CPD

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Schedule

  1. Registration and coffee

  2. Introduction

    Discrimination: Hints, tips and solution-focused answers for employers

    Chaired by: Sarah Keeble of Mishcon de Reya

    Sarah is immensely experienced, a great communicator and at the forefront of developments. She acted in the landmark Grant Hogben age discrimination litigation.

  3. Short-term absence

    When is it reasonable to draw the line under frequent short-term absences due to an underlying mental health condition?

    Answered by: Gareth Brahams of Brahams Dutt Badrick French

    Gareth is renowned for taking on and beating some of the largest employers and LLPs in the world. He is "flawless as a lawyer - exceptional in every respect."

  4. Reasonable adjustments

    After you've made reasonable adjustments, what are your options if you see (1) no improvement in performance or (2) improvement, but not that much?

    Answered by: Nicola Rabson of Linklaters

    Nicola is "one of the real stars of UK employment law." "Her advice is razor sharp and practical." "She challenges clients and peers to deliver the right result."

  5. Morning coffee

  6. Harassment

    In the spotlight of sexual harassment in the workplace, what is the correct response to a complaint, especially one that is historical?

    Answered by: Karen Seward of Allen & Overy

    Karen is "superb, amazing and consistently brilliant." She is named by Legal Business Magazine as the top UK employment lawyer for HR to call in a crisis.

  7. Return to work

    When diagnosis and time-frame for recovery are not certain, how many "false dawns" of a return to work do you allow a disabled employee who’s on long-term sick leave?

    Answered by: Mark Landon of Weightmans

    Mark takes a "creative approach, and is especially helpful if you have something tricky to deal with." He is a trustee of the disability charity, Changing Faces.

  8. Over-run

  9. Lunch

  10. Perceived disability

    How at-risk are you of a claim if an employee is "perceived" to be disabled by colleagues e.g. continually sad and so perceived to be anxious or depressed?

    Answered by: David Whincup of Squire Patton Boggs

    David is a "leading light" and highly gifted public speaker. He always gives far more than is required when assisting HR clients. "He seems to know everything."

  11. Undisclosed disability

    How do you handle a disciplinary in which an employee suddenly informs you of an undisclosed (potentially undiagnosed) disability?

    Answered by: Richard Brown of CMS

    Richard is one of the UK's most skilled and tactically astute employment lawyers. Sources praise him as being calm, considered and understanding the intricacies of clients' needs.

  12. Over-run

  13. Close of conference