UK Employment Law

HRODC Postgraduate Training Institute
In Central London (England), Astana, Kazahkstan (Kazakhstan), Dubai, Uae (United Arab Emirates) and 4 other venues

£ 4,000 - (Rs 3,32,017)

Important information

  • Course
  • At 7 venues
  • 30 hours of class
  • Duration:
    5 Days
  • When:

Limited objectives: By the conclusion of the specified learning and development activities, participants will be able to: Define the bases of the 'employer-employee relationship'. Determine the purpose, components and parameters of the UK employment law. Illustrate the key provisions of the Employment Act 2002. Explain the role of the Employment Act 2002 and its Statutory Instrument 2004, in averting 'employer-employeerepudiation'.
Suitable for: HR Professionals and Managers. Staffs and Officers of the legal department of an organisation. Staff and officers of the Department or Bureau of Labour and Employment. Labor Law Lecturers. Law students or graduates. Business Owners. Leaders of labour sectors

Important information

Requirements: Degree or Work Experience


Where and when

Starts Location
Astana, Kazahkstan
Arka Street, 010 000, Kazahstan, Kazakhstan
Central London
Carburton Street, W1W 5EE, London, England
See map
Dubai, Uae
Al Muraqqabat Street, Diera, 82999, Dubai, United Arab Emirates
See map
Durban, South Africa
Walnut Road, 40001, Johannesburg, South Africa
See map
Jakarta, Indonesia
Jalan Lapangan, 10710, Indonesia, Indonesia
See map
Kuala Lumpur, Malaysia
Jalan Ampang Hilir, 68, Malaysia, Malaysia
See map
See all (7)

What you'll learn on the course

Employment Law
Race Relations Act

Course programme

The short content of the course:

  •   Employer-Employee Relationship
  •   What is Employment Law?
  •   Key Provisions of The Employment Act 2002
  •   The provisions of The Employment Act 2002, with its Statutory Instrument 2004, in averting ‘Employer-Employee Repudiation’
  •   Key Issues In The Employment Relations Act 2004
  •   Discrimination in Employment
  •   The Race Relations Act 1976,
  •   The Race Relations (Amendment) Act 2000
  •   The Race Relations Act 1976 (Statutory Duties) Order 2001
  •   The Disability Discrimination Act 1995
  •   The Disability Discrimination Act 1995 (Amendment) Regulations 2003
  •   The Equal Pay Act, 1970, the Equal Pay (Amendment) Regulations, 1983,
  •   The Sex Discrimination Act 1975
  •   The Employment Rights Act 1996
  •   The Sex Discrimination (Gender Reassignment) Regulations 1999.
  •   Equality with a Difference: Crucial Interpretation of the Equality Regulations
  •   Job design and the Equality Regulations
  •   Mechanistic Job Design
  •   Biological Job Design
  •   Perceptual Job Design
  •   Motivational Job Design
  •   Legal Issues associated with Job Design
  •   Legal Issues Associated with Flexible Working
  •   Statutory Minimum Requirements for Grievance and Disciplinary Procedure: Employment Act 2002 (Dispute Regulations 2004)
  •   Instant Dismissal or Summary Dismissal?
  •   Legal Issues in Recruitment and Selection: Avoiding Discrimination
  •   Statutory requirement for Employment
  •   Statutory Information Requirement and Timescale for New Employees
  •   Frustration of Contract: An Illustrative Guide
  •   The Employment Contract
  •   Sick Pay Entitlement
  •   Maternity Leave: Statutory Requirement
  •   Paternity Leave as a Legal issue
  •   Employees as Intellectual Capital
  •   Exploiting the Organisation’s Intellectual Property
  •   Protecting the Organisation’s Intellectual Property
  •   Employee VS Employer in ownership of Intellectual Property Rights
  •   Defining and Employee: Determining Intellectual Property Rights
  •   Patent and Intellectual Property Rights
  •   Research and Development and Intellectual Property Rights
  •   Research and Development and the Patent Act
  •   ‘Reverse Engineering’ and Intellectual Property Rights
  •   International Convention for Intellectual Property Rights
  •   Copyright, Design and Patent and the Law
  •   Industrial Espionage
  •   Industrial Sabotage
  •   The Role, Organisation and Operation of Employment Tribunals (ETs)
  •   The Employment Appeal Tribunals (EATs)
  •   The Copyright (Computer Software) Amendment Act 1985,
  •   The Copyright Design and Patents Act 1988,
  •   Registered Design Acts 1941 and 1988,
  •   The Registered Design Act 1949 and 1988.

The objectives of the course:

  •  Define the bases of the ‘employer-employee relationship’
  •  Determine the purpose, components and parameters of the UK employment law
  •  Illustrate the key provisions of the Employment Act 2002
  •  Explain the role of the Employment Act 2002 and its Statutory Instrument 2004, in averting ‘employer-employee repudiation’
  •  Identify some of the key issues of he Employment Relations Act 2004 and their positive and negative effects on their organisational relations
  •  Draw on The Race Relations Act 1976, The Race Relations Amendment act 2006, The Race Relations Act 1976 - Statutory Duties Order 2001, The Disability Discrimination Act 1995, The Disability Discrimination Act 1995 - Amendments Regulations 2003, The Equal Pay Act 1970, The Equal Pay (Amendment) Regulations 1983, and related Acts and Statutory Instruments, to formulate a legally enshrined Employment Policy
  •  Develop Grievance and Disciplinary Procedure which incorporates the statutory minimum requirements
  •  Distinguish between instant dismissal and summary dismissal, indicating which levels and type of employee behaviour that might warrant  ‘on the spot dismissal’ that are likely to be upheld by an Employment Tribunal
  •  Demonstrate a heightened awareness of the functions, organisation and conduct of UK Employment Tribunal
  •  List the statutory information requirement for new employees and their timescale
  •  Draw on employment tribunal, employment appeals tribunal and High Court cases in their explanation of ‘Frustration of Contract’
  •  Use case laws to formulate   a ‘Standing Plan’ which will highlight areas in the employment contract where the issue of frustration of contract can be construed with a high probability of being legally supported
  •  Illustrate the fundamental issues that need to be covered by an employment contract
  •  Exhibit an understanding of the value of employees as their organisations’ Intellectual Property
  •  Suggest ways by which their organisations intellectual property might be legally exploited
  •  Explain how an organisation might protect its intellectual property
  •  Use case laws to determine the issues that determine which copyright an organisation or its employee might own
  •  Formulate an organisational policy that protects its intellectual capital, whilst allowing ‘Intellectual Property Rights Law’ to remain un-infringed
  •  Demonstrate an understanding of the Copyright Design and Patent Act 1988 an how these protect an organisational inventions and emblems
  •  Suggest the organisations position in relation to research and development on the one hand, and intellectual property rights on the other
  •  Demonstrate an understanding of the legal bases of ‘reverse engineering’ and the extent to which it might be a copyright infringement
  •  Explain the steps that will be able to take to avert, reduce and detect industrial sabotage
  •  Explain the steps that will be able to take to avert, reduce and detect industrial espionage
  •  Determine the legal bases of industrial espionage as theft and ‘Grand Larceny’

Additional information

Payment options: Payments need to be made two weeks prior to course start.