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Law for HR: Hints, Tips and Solution-Focused Answers

  • Wed 2nd June 2021 until Mon 4th October 2021
  • On-demand, United Kingdom
  • 5 hrs CPD

£149 + VAT

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So you know what to expect, here is a clip of Gareth Brahams. Gareth is answering the question: When can you be fixed with constructive knowledge of an undeclared disability, e.g. signs of dyslexia or a mental health condition? What are you supposed to know?

On-demand Programme

  1. Mental health

    How do you control - and overcome - the difficulties with (1) long-term absence and (2) frequent short-term absences, for mental health reasons?

    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."

  2. Constructive knowledge

    When can you be fixed with constructive knowledge of an undeclared disability, e.g. signs of dyslexia or a mental health condition?

    What are you supposed to know?

    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."

  3. Flexible contracts

    What is the secret to forming employment contracts for totally flexible working, e.g. "work anywhere" clauses, provision of workspace and equipment, mental health provision?

    Answered by: Sinead Casey of Linklaters

    Sinead is a “fast rising star, matching the very best for talent." She advises on critical employment and HR issues, whether advisory, contentious or transactional.

  4. Bullying

    Using grey-area examples, when is a robust management style - actually - bullying and harassment, e.g. they belittle me, ignore me, override me, are rude to me?

    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 every angle."

  5. Performance

    When PIPs can exacerbate depression and stress and undermine a return to work, how do you help poorly performing disabled employees settle back in and improve?

    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."

  6. Vaccination

    To what extent are you opening yourself up to discrimination claims by asking employees and visitors to provide proof of vaccination?

    What are fair and objective reasons?

    Answered by: Hannah Netherton of CMS

    Hannah "continues to impress with her stellar employment law practice." She is regularly published or quoted by The Telegraph, Bloomberg, Law Gazette and Legal Week.

  7. Investigations

    Supported by case law and practical examples, what is the right of an employee accused of bullying, to see the witness statements or outcome of a grievance procedure?

    Answered by: Mark Landon of Weightmans

    Mark is "acclaimed for his skill in deeply complex employment law cases." He is a highly sought-after media commentator and a trustee of the disability charity, Changing Faces.

All speaker quotes are taken from Chambers Directory, Who’s Who Legal or Legal 500

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Additional clips from Employment Law for HR

David Whincup on Bullying

Sarah Henchoz on Mental health

Paul Fontes on Performance

Hannah Netherton on Vaccination

Sinead Casey on Flexible Contracts

Mark Landon on Investigations