Law on Tour… does what is says on the tin

We provide no gimmicks, no unfulfilled promises –  just  a fast moving, lively, and thoroughly enjoyable day, with friendly approachable tutors, that brings you right up to date with the latest in employment law.  Oh, and a comprehensive reference manual to take home with you as well.  Sounds unlikely?  That means you definitely haven’t tried us yet!

Well, there’s my marketing piece for this blog finished, so on to what we’ll be discussing on the day.

Are you sick of the mention of Brexit? (Oops, sorry!) Although Brexit (there I go again) is probably the most important political and economic issue the nation’s faced in recent years, and there’s no doubt that the constitutional problems it raises are huge, the lack of certainty and the same old messages being sent out from politicians, whatever their standpoint, seems to be making many of us zone out – but perhaps that’s the idea.

I should come clean and say that, while we may be covering the B-word on the spring Law on Tour, we will only be discussing what we know is going to happen with employment law that might affect your organisation, or what is very likely to happen.  And that’s a promise!

What we definitely will be covering, though, is all the new law that is proposed, including the important employment status changes being introduced by the ‘Good work plan’, and the proposed Code of Practice on dealing with workplace sexual harassment.

We’ll also be taking a new approach to reviewing important new case law, by explaining in more depth the law and principles that have informed those case decisions. Cases we’ll review include, Evans v Xactly Corporation (2018), and Bakkali v Greater Manchester Buses (2018).

In the Evans case, the EAT explained how seemingly outrageously offensive language will not be unlawful harassment where the claimant has actively participated in similarly offensive banter. In Bakkali, the EAT explained why the context of the unwanted conduct in harassment claims needs to be scrutinised more the widely than in direct discrimination cases, and how that context may not make it reasonable for the claimant to assert they have been unlawfully harassed.

When deciding on the content of the Tour, we look closely at the employment law queries that come up time and time again.  Two that are always on the agenda are:

  • Who transfers under TUPE, and what changes can be made to terms and conditions?

and

  • What are reasonable adjustments, and what does the latest case law say about them?

So, we’ve included both of these taxing issues on the spring Tour, which is heading your way soon.  We start the tour on 2 April in London, and then take it up and down the UK for a further 11 days.

We’d really love to see you at any of the venues. I’ll be delivering the sessions with my colleague John Fenton, and we both undertake to mention Brexit as little as possible.  Oh dear - that’s three strikes. I’m out of here!

Find out more about CIPD Law on Tour

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