Legal Training Sessions
- Absence Management
This covers various forms of absence; long term sick leave, abuse of sickness absence, employees going AWOL etc. What are the absence entitlements an employee has and what should managers/employers do when they are concerned about the absence of an employee?
- Avoiding discrimination in recruitment
How does an employer recruit without unconscious bias? How do they ensure they have recruited fairly and equally, and what are the consequences of discriminating in recruitment? This session covers how to recruit fairly, how to make reasonable adjustments, what to ask, and what not to ask.
- Balancing misconduct with mental ill health
This is an incredibly relevant are at the moment; where employees are increasingly self-aware of mental health, and where the mental health of society is generally declining, how does an employer manage misconduct or wrongdoing arising from mental ill health? This session includes multiple case studies and examples, so the attendees can see real examples of how to manage misconduct right.
- Balancing poor performance with mental ill health
- Banter – What is unacceptable in the workplace?
This session can be especially helpful for workplaces with a “casual” culture, where the line between appropriate and inappropriate comments can often be crossed. This session covers not only the legal structure, but further covers possible consequences for the individuals involved, to try and make the possible ramifications to them clear.
- Capability Dismissals
- Covid – Vaccinations, Return to Work
As a result of Covid-19, employers are often asking for increased training to cover specific issues arising from Covid-19. What are the rules on compulsory vaccinations, testing and mask wearing? We can also include coverage on Long Covid, and whether it is a disability and how to support this, or this can be a separate session, as below.
- Disability Discrimination
This session covers what a disability is under the Equality Act 2010, as well as what employers should do to support any disabled employees they may have and their legal obligations therein. There are specific legal consequences relating to disability discrimination and the entitlement to reasonable adjustments (as set out below) which are either considered in the same session, or as separate sessions.
- Disability Discrimination and “Arising From”
- Disability Discrimination and Reasonable Adjustments
- Discrimination – what is it and what are the protected characteristics?
This session can be as long or short as a piece of string! Sometimes we can do a whistle-stop tour of the protected characteristics and discrimination; other times we can make this a day long session including case studies, tribunal examples, liabilities, Tribunal process etc.
- Flexible working
This session covers the different forms of flexible working, and why it may be beneficial. This session also covers statutory flexible working requests and how these should be dealt with, and the employers responsibilities and requirements to deal with such requirements.
- Gender Recognition and Pronouns
- How to deal with Disciplinaries and Grievances
- How to dismiss fairly?
Once an employee reaches two years continuous service, they can only be dismissed for one of five fair reasons. So what are those reasons, how does an employer prove that the process and reason for dismissal is fair, and what are the consequences of an unfair dismissal?
- How to use the handbook – what every manager should know
Often, an employer will create a handbook when they hire their first few employees, considering how they want their business to grow and develop and how they envision their business will run. But, as they grow, the managers don’t necessarily understand or notice the importance of that handbook. This session is for managers and explains what the purpose of the handbook is and why it is important to follow it.
- Investigation Training
- Long Covid – How should employers support?
- Overlapping disciplinary, grievance and absence issues
- Parental Leave Entitlements
- Redundancy and Restructuring – best practice
- Sexual Harassment and Sex Discrimination
In the post-#MeToo era, sexual harassment and discrimination remains prevalent. This session covers what employers can and should do to reduce instances of such discrimination or harassment in the workplace and ensure that their employees are supported.
- Social Media and Employment Law
- The Curse of the Christmas Party – Employment Law implications of staff social events
- The Employment Tribunal process – What happens and who is liable?
- What is TUPE and how do employers comply?
TUPE is the regulation which sets out the process of employees transferring their employment where there is a relevant business transfer or change of service provider. This session can take two forms; we can either direct the session to the employer and how to conduct this, or we can direct this session to the effected employees and what they can expect.
- What is whistleblowing and how to deal with it?
This sessions covers when a complaint or concern raised amounts to a protected disclosure, and what that therefore means for an employer. How should an employer deal with a protected disclosure and what are the consequences of getting it wrong?
- Keeping your team mentally strong
It’s more important now than ever that your team is resilient and is given opportunities to communicate about their mental health and cope with any changes in the future. This session covers best practice and considerations by managers, to ensure that you have the best team you can.
What does it mean to be self-aware? Why is it helpful and important for employees to be self-aware and what skills can be built up to increase that awareness?
- The importance of communication
Communication is crucial in any workplace; be that communicating about changes, or just communication on a day to day basis to understand your employees. But how should employer communicate? What does it mean to communicate with empathy?
- What is Neurodiversity
In this session our very own managing partner, Jodie Hill, talks about neurodiversity in the workplace and how to support those who are neurodiverse, as well as her own experiences with ADHD.
- What are risk assessments and why do they matter?
At Thrive we are champions of mental health risk assessments. Mental Health is not linear and we take the view that employers should be obliged to regularly check in on employees and their mental state, rather than only checking in at the beginning of employment and thereafter maybe asking questions if something declines. In this session, we will cover mental health risk assessments and why they are important, and discuss the benefits for your business, both economically and culturally.
- Mental health first aiders and champions – what are their roles?
- What is Diversity and Inclusion? Why does it matter?
- Diversity and inclusion – closing the gap between rhetoric and action
- Unconscious bias
This session covers unconscious bias and how to avoid it in the decisions made by the business. What is unconscious bias? What questions can employers ask to query their own decisions and what considerations they have?
- LGBT+ Inclusion
- Trans and Non-Binary Rights
Our team can also present storytelling sessions on mental health, grief, breakdowns and the power of storytelling, as well as neurodiversity in the workplace. If you think there is anything which we, as individuals, may be able to share with your employees for their development, please just enquire and we can see what we can do.
Mock Employment Tribunal
For those employers who have never been to an Employment Tribunal, we can put together a mock Tribunal for employers to attend and participate. This may help those employers to understand how a Tribunal works; what is cross examination, how are judgments reached, what are witnesses needed for? This is particularly helpful if the employer may face a Tribunal matter at the time, but may also be used in combination with a legal training sessions to explain both the legal structure of a particular issue, but also the consequences of getting it wrong.