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Answers to 11 Thorny Questions: Directly from 7 Supremely Talented Lawyers
What are your legal and practical options if (1) those being bullied don't want to make a formal complaint, but do 'want it noted' or (2) the bullying is raised on behalf of others informally?
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."
How do you handle individuals who are technically sound but have a negative attitude towards either their line manager, co-workers, the organisation or all?
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."
In the spotlight of Covid-19, how do you contend with employee requests to work 100% from home; they've shown they can do it, but it just isn't what you want right now?
Answered by: Sarah Henchoz of Allen & Overy
Sarah has "a stunning reputation for employment law and been involved in many of the leading cases." "She gives you answers rather than opinions."
Is there a creative way of going beyond a performance plan, when faced by employees who aren't quite good enough; they aren't bad, but others don't value them, and you know you can hire better?
Answered by: Nicholas Siddall QC of Littleton Chambers
Nicholas secured a £3.3 million award for a leading academic in a race/religious discrimination claim. "He distils intricate detail into clear legal analyses."
If you're facing short-term and sporadic absences because of mental health, how do you balance the competing considerations of support to the individual with business needs and HR objectives?
Answered by: Paul Fontes of Eversheds Sutherland
Paul is "one of the real stars of UK employment law." "His advice is razor-sharp and practical." "He looks beyond the immediate question to ensure there are no hidden issues."
When is it reasonable to proceed with a disciplinary or formal and decide to dismiss an employee in their absence, e.g. because of repeated non-attendance of scheduled meetings and suspected manipulation?
Answered by: Udara Ranasinghe of DAC Beachcroft
“Udara is a seasoned handler of executive exit work and other highly sensitive and contentious scenarios." "He sees the world through commercial eyes and understands business."
Using grey area examples, where is the line between an employee's personal life and bringing the organisation into disrepute, e.g. inappropriate comments or behaviour on Facebook or TikTok?
Answered by: Jennifer Millins of Mishcon de Reya
Jennifer is "brilliant - a joy to work with - and a problem solver." She has a real gift for providing user-friendly advice on complicated problems faced by HR.
All speaker quotes are taken from Chambers Directory, Who’s Who Legal or Legal 500