THE NEW NORMAL: THE IMPACT OF COVID ON THE WORKING RELATIONSHIP – EMPLOYMENT LAW UPDATE ON 5 JULY 2022
WITH WORKSHOP INCLUDING INTERACTIVE CASE STUDIES
TUESDAY 5 JULY 2022 – 10.30 A.M. TO 3.00 P.M.
THE BARN AT BERKELEY – M5 (JUNCTIONS 13/14)
The pandemic has had a significant impact on the working relationship. Employers have had to quickly adapt to changing rules and working practices. COVID restrictions may have gone, but employers are still navigating the changes and challenges of our post-lockdown new normal. Increased levels of working from home and flexibility in working arrangements have led to benefits for employers and employees alike, but there are also challenges. Potential issues surrounding isolation, employee wellness, performance management and potential discrimination will need to be considered and managed.
Official statistics that an estimated 1.8 million people have self-reported long COVID is a reminder that COVID is still with us and employers will need to consider how this impacts on their absence management processes. Where employees cannot work from home, knowing how to manage any refusal to work due to COVID related concerns will remain key.
We are delighted to be returning to The Barn at Berkeley for our next update. We will take you through the issues to consider and give you practical guidance on recognising and managing some of the challenges raised by the impact of COVID on the working relationship.
Delegates will then have a full opportunity during our interactive workshop to build on their knowledge by discussing the practical aspects of the issues that have been raised. This will include case studies, based on scenarios that can arise on a day-to-day basis, guided by our team of specialist employment solicitors.
We will also be examining the latest developments in employment law with a round-up of recent case law.
10.45 Rupert Scrase – Impacts of COVID on the working relationship.
- Working from home and hybrid working – where are we now?
- Employee wellbeing – dealing with concerns about employee mental health and managing absences.
- Performance management in a post lockdown working environment – monitoring remote working.
- Recognising and managing potential discrimination risks arising from changes in the working environment due to COVID.
- Automatic unfair dismissal and detriment claims – dealing with employees’ concerns about COVID in the workplace.
12.00 Sally Rogers – Interactive workshop.
- A great opportunity for interactive discussion with other HR professionals and our team of experienced employment solicitors.
- Using case studies, we will be exploring scenarios that can arise on a day-to-day basis involving the issues that have been raised.
- Delegates build on their knowledge and share experience of best practice with other employers and HR professionals.
14.00 Alexandra Robinson – Round-up of latest developments in employment law, including:
- Fire and rehire – to ban or not to ban?
- Flexible working – will reform make flexible working the default?
- The Queen’s Speech – what do employers need to know?
- Menopause in the workplace – do women need greater protection?
14.30 Alexandra Robinson – Case law round-up, including principles highlighted by cases on:
- Vicarious liability – is an employer liable for an employee’s ‘horseplay’?
- Strike action – is an employee protected from detriment when taking part in a strike?
- Inducement to forgo collective bargaining – what are the risks for the employer?
- Hot desking – a warning for employers about the interplay between hot desking and the duty to make reasonable adjustments for employees with disabilities.
- Paying an employee in lieu of notice following resignation – is it a dismissal?
- Agency workers – do they have the right to apply for internal vacancies?
£175 plus VAT per delegate (includes lunch)
FREE for retainer clients of Scrase Employment Solicitors
Please contact us at firstname.lastname@example.org to book a place
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©2022 SCRASE LAW LTD. THIS POST IS FOR GENERAL INFORMATION ONLY AND IS NOT ADVICE. YOU ARE RECOMMENDED TO SEEK PROFESSIONAL ADVICE BEFORE TAKING ANY ACTION ON THE BASIS OF THIS POST