We are delighted to be returning to the Hilton Glasgow for the first in our Scots Law 2024 Conference Series, exclusively available to delegates in person on the day.
Employment law remains an extremely dynamic area of practice that constantly evolves to keep pace with societal change. This new conference, chaired by Lindsey Cartwright of Morton Fraser MacRoberts, delves into the latest developments – from both a regulatory and practice perspective.
Topics ranging from AI, leave, sexual harassment and holiday pay to collective bargaining, right to work and appeals to the EAT will all be considered.
An expert panel of speakers will join Lindsey, including Alison Weatherhead of Dentons, Marianne McJannett from Bellwether Green, Andrew Brown of Anderson Strathern, Duncan Milne from Westwater Advocates, Jonathan Rennie of TLT and Nadia Watson from Morton Fraser MacRoberts.
What's being covered?
AI at work: employment law insights and practical strategies
This session will cover the rise of AI in the workplace. It will explore the potential benefits of generative AI such as increased productivity, creativity, diversity and inclusion and look at the challenges it presents, including potential biases, discrimination risks and data privacy issues. It will also suggest some management strategies for the use of AI in the workplace.
Alison Weatherhead, Dentons
Appeals to the EAT - what to expect, and how to make the most of your case
This talk will cover the law, along with practical tips, on: basic appeal procedures; preparation and timescales; what to expect when you get to the EAT; and how to structure your submission to your best advantage.
Lindsey Cartwright, Morton Fraser MacRoberts
Sexual harassment: where are we and where are we going?
As we have seen in the press, allegations of sexual harassment in the workplace must be dealt with promptly and appropriately and dealing with these can be daunting for an employer to handle. This presentation will consider how best to advise a client with regards sexual harassment claims as well as looking at the Worker Protection Act, which will come into force next year and creates an important new duty on employers to prevent sexual harassment in the workplace.
Marianne McJannett, Bellwether Green
Family leave update – where are we up to with the range of family friendly rights in the UK and how do they interact with each other?
The session will set out the statutory rules and developing case law in this area and identify the issues that lead to employee grievances and potentially litigation hotspots. We will look at developments in flexible working and consider how employers now need to address requests for flexibility in light of increased hybrid working.
Jonathan Rennie, TLT LLP
Right to work update
We have seen an increase in the number of businesses looking to recruit from abroad due to skill shortages and a lack of access to EU national workers. At the same time, it has been announced there will be higher penalties for employers who allow migrants without the correct status to work for them. This means employers are more likely to have immigration compliance questions, and specifically the question of whether or not someone has the right to work. Employers will also face the challenge of rising recruitment costs and the session will explore the practical steps they can take to protect themselves against these.
Nadia Watson, Morton Fraser MacRoberts
Holiday pay in 2024: a new landscape?
The Retained EU Law (Revocation and Reform) Act 2023 came into force on 1 January 2024. It abolished the supremacy of EU law and removed the general principles of EU law from UK law. Duncan will explore the effect of these reforms from a holiday pay perspective and the key practical considerations arising from them.
Duncan Milne, Westwater Advocates
Collective bargaining and how it interacts with an employer’s ability to engage with its employees
In this session we will: have a quick recap on the law of collective bargaining (section 145B of the Trade Union and Labour Relations (Scotland) Act 1992) post Kostal; discuss what happens to trade union recognition post TUPE transfer; consider what happens if employees don’t have an incorporation clause in their contract and whether a collectively bargained change is binding; and question whether can a two tier workforce be avoided.