Employment Law in the Modern Workplace
£190 + VAT (member) / £245 + VAT (non-member)
Alongside traditional employment law areas of practice, developments in the outside world are having an impact on the modern workplace. Our new employment law conference will take this dual focus as its theme and aim to equip employment practitioners with a thorough understanding of current issues.
Chaired by Lindsey Cartwright of Morton Fraser, this new conference, taking place online, will include topics ranging from the impact of social media in the workplace, whistleblowing and avoiding mistakes during redundancy to the gig economy, associative discrimination and dismissal and re-engagement.
An expert panel of speakers will join Lindsey, including Sheryn Omeri KC, Ingrid McGhee of Weightmans, Karen Harvie from Aberdein Considine, Michael Briggs of Westwater Advocates, Giles Woolfson from McGrade & Co and Andrew Gibson of Morton Fraser.
Questions to be considered will include:
- what is best practice for reducing risk when re-engaging after dismissal?
- how do you avoid mistakes in the redundancy process?
- what are the limitations and difficulties from the Rollett case relating to associative discrimination?
- what is the current state of the law in the area of the employment status of gig economy workers?
- what is the extent of the statutory protections for employees engaging in trade union activities?
- are there any positives with social media in the world of employment?
- what are the key issues which practitioners need to be aware of when advising on whistleblowing?
What's being covered?
Dismissal and re-engagement
In the light of recent controversial "fire and re-hire" exercises, this talk looks at: the existing legal framework for dismissal and re-engagement; the BEIS Draft Code of Practice and some of the responses to that consultation; learning from past bad examples; and HR best practice for reducing risk.
Lindsey Cartwright, Morton Fraser
Redundancy – common mistakes made in the redundancy process and how to avoid them
In this session we will examine the mistakes commonly made by employers in the redundancy process and the best approach to avoiding the (potentially very expensive) pitfalls. We will look at real life examples of when it went wrong and what the correct approach by the employer should have been.
Karen Harvie, Aberdein Considine
The Gig Economy and employment status: the gig is not quite up as the litigation continues
On 19 February 2021, the UK Supreme Court confirmed, in Uber BV v Aslam & Farrar, that Uber drivers working in the UK are workers. Since then, a number of cases have considered the employment status of gig economy workers and further claims have been brought against platform companies that have entered the UK market more recently such as Just Eat and Bolt. Sheryn examines the developing case-law in the area of the employment status of gig economy workers and the reason for the continued litigation.
Sheryn Omeri KC, Cloisters
Associative discrimination and the Rollett case
In this session we will look at: the two types of associative discrimination; the scope of associative discrimination (direct, indirect discrimination and victimisation); the finding in the Rollett case and its limitations and difficulties; and scenarios where this may have a wider scope.
Andrew Gibson, Morton Fraser
Workplace protections for Trade Union activities
A look at the extent of the statutory protections for employees engaging in trade union activities, including an update on recent cases.
Michael Briggs, Westwater Advocates
Influence and impact of social media on the workplace
In this session we will look at: the challenges and dangers of social media and employment; whether there any positives with social media in the world of employment; and recent interesting cases involving social media.
Ingrid McGhee, Weightmans
Whistleblowing: key principles and case law update
This talk will cover the key issues which practitioners need to be aware of when advising on whistleblowing in the context of employment, including: what amounts to a protected disclosure, the potential claims of detriment and unfair dismissal, and important issues around causation, all with reference to recent case law developments.
Giles Woolfson, McGrade & Co