Global menu

Our global pages

Close

Eversheds Sutherland training and events

Eversheds Sutherland provide thought-leading briefings and conferences, as well as core courses, to help practitioners develop their understanding of law and regulation in the workplace. We work with independent experts and government agencies to help organisations understand new legal requirements prior to implementation dates. We also aim to help delegates with their own personal professional development and to encourage better practice.

In addition, we provide a wide selection of free breakfast briefings, events and webinars. 

View our full Terms and Conditions

Upcoming events, webinars and training

  • Advanced employee investigation interview skills and tactics

    In recognition of the rising expectations judges have of an employer's investigation process and documentation, and the ever increasing complexity of some employee investigations, more and more organisations are recognising that the conduct of investigations is a specialist role, and developing in-house teams of dedicated management investigators.
  • Asian employment law: Principles and culture

    This course is aimed at employers who need a broad overview of the employment landscape in Asia. Unlike the EU, where directives are implemented in each country but follow common principles, Asian jurisdictions take very different approaches to HR legal issues. Even Hong Kong and China, which are technically one country, operate HR legal regimes which are polar opposites.
  • Austrian employment law training - practical guidance and local insights

    Although there are similarities, it is dangerous to consider the German and Austrian employment law systems to be one and the same. Austrian law is distinct in many ways, most importantly in relation to probationary periods, the termination of employment contracts and severance. There are also sufficient differences in contract law to make the use of one model employment contract, for German and Austrian employees, a potentially expensive error for employers.
  • Avoiding victimisation - infamy, infamy...

    Every experienced HR professional will have to deal with a disgruntled employee who cannot move on from an incident, or disappointment, at work. A fair grievance process may have been followed and a thorough investigation held, but some employees simply cannot get over an outcome. This workshop provides a safe space to talk about the warning signs and the steps you can take.
  • Belgian employment law training - practical guidance and local insights

    An employer found guilty of discrimination by a Belgian court can face a sentence of up to one year in prison. There is no concept of redundancy in Belgium and no concept of unfair dismissal either.
  • Bereavement, grief and work - change and adjustment

    “Take as long as you need...”. There is lots of evidence of good practice in the handling of bereavement in the workplace. Work can be therapeutic or a final straw. Every case is different. Length of service, seniority, past record, and the empathy level and influence of a line manager often affect an organisation’s response. So, too, do the circumstances of the death, raising questions about consistency of treatment.
  • Business immigration update - UK visa sponsorship and licence management

    This Business immigration update - UK visa sponsorship and licence management training course is relevant to HR and recruitment professionals from Tier 2 and 5 sponsors (including potential sponsors) who use the sponsor management system or have responsibility for a sponsor licence. Knowledge of the points-based system is assumed.
  • Carrie – Q&A with High Commissioner

    Carrie is a networking forum open to all female in-house lawyers. Our network is named after Carrie Morrison, the first woman to be admitted as a solicitor in England and Wales, in 1922. Events are free to attend.
  • Complex employment disputes - cases from hell

    Sometimes, from apparently simple facts, an employment dispute can cause damage far beyond the costs and issues that had initially appeared to be at stake, while consuming vast amounts of time and resources.
  • Driving for work - investigation and law

    Individuals who drive for your organisation are invariably your greatest health and safety risk; whether the vehicle is work supplied or personally owned. Employers must be able to demonstrate that they take their responsibility seriously and that all of their drivers are properly trained, fit, licensed and insured and that all vehicles are fit for purpose.
  • Dutch employment law training - practical guidance and local insights

    It is commonly believed that it is difficult and expensive to terminate an employment contract in the Netherlands. Employee rights are well protected under Dutch law, especially in dismissal cases, but employers are able to swiftly adjust staff levels in their company to changes, for example a fluctuation in workload. A wide variety of options are available for employers to hire people in a flexible manner provided that the rules are used properly.
  • Employee data update

    Data protection law had to be updated to reflect the volume of information that is routinely collected, the portability of data and the increased risk of damage from misuse. The GDPR permits EU member states to introduce their own laws in some areas, most notably in employment law, and the UK’s Data Protection Act 2018 fills this gap. The Data Protection Act changes the way HR collects and uses staff information and what they must tell staff about the information they store about them.
  • Employee investigations

    Employment tribunals expect employers to show that they have undertaken a fair and thorough investigation of complaints. This investigation can be time-consuming and complicated. However, if carried out early and correctly, an investigation should contain a problem and minimise distraction from the business.
  • Employee relations - working effectively with your union and employee representatives

    A decline in industrial action and a trend within HR functions toward specialism, means that many senior managers lack experience of working with unions and employee representatives.
  • Essential employment law for HR professionals

    HR professionals and managers need to understand the legal framework that underpins the employment relationship.
  • Essential immigration law for employers

    Increasing compliance activity, the Government’s commitment to a net migration target and Brexit make it crucial that employers have a clear understanding of right to work issues. This course covers the UK immigration system, in the context of the employment life cycle, the areas of law that apply and competing risks and penalties.
  • EU nationals and Brexit: retention and recruitment

    With the UK set to leave the European Union on 29th March 2019, free movement will end. New rules will be in place to determine how permission to work is acquired and EU citizens, who live in the UK, will need to apply for the right to stay.
  • European HR: cross-border employment law

    Managing teams of people is challenging at the best of times. Working across European borders is even more difficult due to cultural and legal differences.
  • Eversheds Sutherland Academy for in-house lawyers – the essentials of being commercial

    Eversheds Sutherland Academy is a unique three-day residential commercial awareness programme designed specifically for in-house lawyers.
  • Family-related rights and leave

    EHRC research suggests that 75% of working mothers may have experienced discrimination at work, many of whom will have quietly left their organisation. IFS research shows the gender pay gap widens with age after the first child. The take up of shared parental leave has been low to date and, until fathers take a fuller share of leave and child care, it is unlikely that gender pay differentials will narrow.
  • French employment law training - practical guidance and local insights

    Based on the Napoleonic code and amended by statute ever since, French employment law is markedly different from the UK’s.
  • Gender identity and intersex

    Aren’t we all a little non-binary, perhaps a bit ‘tom boy’ or with a ‘feminine side’? QUILTBAG is an acronym coined to be more inclusive towards minorities. It goes beyond LGBT but it still does not capture all the expanding identities. Arguably, the more inclusive your organisation becomes, the more likely it is that you will encounter a widening range of gender expression because your people will feel more able to be themselves.
  • German employment law training - practical guidance and local insights

    Germany is a major trading partner for many countries throughout the world, not to mention the most important single market in the European Union.
  • Health, safety and environment update - Corporate silence?

    A long chain of companies and decision makers were responsible for the refurbishment of Grenfell Tower, raising questions about oversight, supervision and responsibility. This may explain why some companies have declined to comment to the Inquiry. Legal privilege is a poorly understood tool which can help ensure that lessons are learned from accidents. It gives space for rational analysis but, when emotion supersedes reason, employers may become the target of media and public criticism.
  • HR and OH: Working together?

    The partnership between the occupational health and human resources functions does not always work as well as it might. Unrealistic expectations, misunderstandings and ad hoc, delayed and contradictory communication, on both sides, mean that the effectiveness of OH referrals and interventions may be reduced. Patient confidentiality, medical jargon and line managers facing commercial pressures an also widen any gap between HR and their medical advisors.
  • HR case law update: Busier tribunals

    New legislation has reduced to a trickle under a minority Government grappling with Brexit. But employment case law is resurgent following the abolition of tribunal fees. More claims means more higher court decisions and appeals and so the law continues to evolve.
  • HR compliance: purpose and risk

    Modern HR thinking encourages HR professionals to take wider business roles and for business managers to enter the HR function. This course is aimed at managers who need a better understanding of practical HR compliance and HRs distinct position as trusted adviser
  • HR in financial services: Culture and conduct

    The Financial Conduct Authority has introduced new rules to ensure that individuals are held to account for conduct failings. The extension of the Senior Managers and Certification Regime to the insurance sector in December 2018, and to solo-regulated firms in December 2019 is aimed at enhancing the integrity of the sector and reducing the risk of harm to consumers.
  • HSE expectations: Safety concepts and triggers

    How do you satisfy yourself that safety is being managed properly in your organisation? How do you assess whether the audit reports tell you the full picture? Terms like ‘reasonable practicability’ and ‘foreseeable’ risk are frequently referred to in health and safety legislation, case-law and compliance advice. But, clear definitions of these terms are hard to find and even harder to apply in practice.
  • IHECC 2019: In-house Employment Counsel Conference

    The nature of employment is in a near constant state of flux, with rapid changes in technology, legislation and culture resulting in an ever developing and expanding role for in-house employment lawyers. Join us on Valentines Day at our London HQ for a programme of informative and practical sessions aimed at enhancing your skill-set and knowledge base to help you manage and perform in this dynamic environment.
  • Inquests and court appearances - safety incident response

    Court appearances are open to the public and the Press. Regulators, considering criminal charges, will be interested in inquest proceedings because evidence relevant to the cause of death may highlight corporate or individual failings. Those pursuing civil cases, including ambulance-chasing lawyers, may also attend and any admission of wrongdoing, or breach of duty, could be used as the foundation for a claim.
  • International pensions promises: legacy risk, harmonisation and mobility

    Although harmonisation and equal treatment are almost always the most efficient options for an international company, every country’s retirement benefit provision is strongly influenced by local law, cultural expectations and economic circumstances.
  • Introduction to South African employment law

    The previous South African regime was characterised by denial of workers’ rights and inequality. To redress the balance, the South African Government has introduced various pieces of labour legislation.
  • Irish employment law training - practical guidance and local insights

    The Irish and UK legal systems have many similarities. However, in an employment context those similarities can be deceptive.
  • Israeli employment law training - practical guidance and local insights

    Israel has become a preferred regional base for many multinational companies. An increasing number of companies also have Israeli operations, either through regional expansion or through acquisition. Israeli employment law is unique and extremely dynamic, regulated by a variety of legal and contractual sources as well as an influential labour court system.
  • Italian employment law training - practical guidance and local insights

    Italy probably has the most complex employment law in Europe. Did you know that in Italy: there are more than 400 national collective agreements in force; four different categories of employees, all subject to specific (and different) rules and regulations; and that unfair dismissal claims can, and do, result in compulsory reinstatement and awards of more than 40 months of salary?
  • Key learnings: A Real Estate training programme

    The Eversheds Sutherland Real Estate Dispute Resolution Training Programme is a comprehensive course of training sessions aimed at all members of your team. The objective is to provide focused training on core issues with a view to enhancing knowledge of these topics and assisting your team to provide a top quality service to your colleagues and clients.
  • Managing contractors and sub-contractors - safety law and good practice

    Most medium to large organisations use contractors in some form for cleaning, catering, IT support, maintenance or security and the management of contractors is the most common health and safety concern of our clients.
  • Menopause at work

    More women are in employment than ever before and they are working for longer. If your organisation wants to retain and attract female talent, and address any gender pay gap, it makes sense to consider the effects of this natural transition that will affect every woman, often in very different ways.
  • Minimum wages - Reputation and enforcement

    Some employers, with employment models which include minimum wages, are struggling to comply with complex, often ambiguous, regulations. As the national living wage rises, higher-wage employers, including those in the public sector, are also coming into scope without realising how their normal payroll practices make them vulnerable to inadvertent, technical breaches. And because those who run their own business are not entitled to the minimum wage, some companies are using bogus arrangements.
  • Non-disclosure agreements: Secrets at work?

    A non-disclosure agreement is designed to keep confidences but it is not signed in secret. HR, leaders and legal advisors know about them and so do the people involved. NDAs can be used to protect proprietary information and IP. They can be a useful tool for all sides in a dispute, preventing long-running, painful and costly battles and enabling swift settlement. Incorrectly or improperly drafted, they may reflect a power imbalance between an employer and an employee.
  • Nordic (Denmark, Finland, Norway and Sweden) employment law training

    Scandinavian countries have a shared history, a tradition of working together on legislative issues and a similar approach to welfare. Citizens of Nordic states can pass across each other’s borders and they understand each other’s language. But despite the similarity of legal structures and solutions, there are significant differences, to the extent that lawyers tend to specialise in one jurisdiction only.
  • Pensions for HR

    Pensions used to be the responsibility of pension specialists in the ‘pension department’. But auto-enrolment made pensions an HR concern and the ongoing duties, including re-enrolment, scheme changes and salary sacrifice take up, make pensions a mainstream HR issue. This one day course demystifies pension basics and highlights key employer responsibilities and duties, particularly from an HR perspective.
  • People issues in deals - Disruption then integration

    Low interest and exchange rates, Brexit, America First, and even Northern Powerhouse initiatives are leading to a flurry of transactional activity. Although the people aspects of a corporate transaction rarely drive a deal, they often determine the success of it. Without careful internal messaging about the strategic benefits of a deal, and genuine storytelling about the vision for the future, an organisation may fail to gain the emotional buy-in necessary to realise the full value of the project.
  • Real Estate Training Programme

    Delivered by our market leading real estate disputes team, the Eversheds Sutherland Real Estate Training Programme is a comprehensive range of training sessions aimed primarily at junior and mid-level property professionals (although senior professionals often also attend and are always welcome!).
  • Spanish employment law training - practical guidance and local insights

    Spanish and UK labour systems differ greatly. Spanish employment law is mainly based on the regulations contained in the Collective Bargaining Agreement in force in the market sector. Sometimes a specific CBA can be negotiated for one company with the trade unions and employee representatives.
  • Swiss employment law training - practical guidance and local insights

    Switzerland is chosen by many multinational companies as a base for their European or global cross-border business activities, largely because of its advantageous investment climate.
  • Trust-based pension schemes: trustee and employer responsibilities

    Pension trustees are required by law to be familiar with pensions and trust law, scheme funding and investment principles and their scheme’s governing documentation. Directors, HR and finance professionals also need to know about the increasingly complex legal framework within which their company’s pension scheme operates. This course is designed to give those with responsibility for trust-based pension schemes the knowledge needed to run their schemes more effectively.
  • TUPE: principles and practice

    Lawyers find TUPE laws complex and difficult, so it is not surprising that HR professionals do too. We consider the perspective of the outgoing employer in a TUPE transfer, the incoming employer, affected employees and the role of HR throughout.
  • TUPE update - What leaves, remains

    Significant new judgements on TUPE itself are fewer in number, but developments in other areas of law, including GDPR and immigration, and in the ways employers organise their operations continue to give rise to new TUPE-related challenges.
  • USA employment law training

    This course explains the HR regulatory landscape in the US, the relevant government agencies’ authority and the fundamentals of the USemployer/employee legal relationship. We provide an understanding of hiring considerations and the concept of ‘at-will’ employment, legal differences in the classification of workers, employee benefits and termination decisions including the mitigation of litigation risk.
  • WaterAid presents Using Technology to drive sustainable solutions

    Eversheds Sutherland are proud sponsors of WaterAid, supporting their vision to transform the lives of the poorest and most marginalised people by improving access to safe water, sanitation and hygiene. WaterAid is recognized as an innovative charity through their work. The provision of safe water, sanitation and hygiene is a key driver in enabling social and economic mobility globally for women.