UK employment law is changing and as an employer, it’s vital to be aware of your new obligations.
The Employment Rights Act 2025 received Royal Assent on 18 December 2025 and is now in force. It has implemented the most consequential changes to employment law in a generation, significantly strengthening employee and trade union rights and placing many new requirements on employers who may need to urgently adapt their working practices.
Capital Law is here to help you navigate this new era. We’ve designed a bespoke suite of training sessions with employers in mind, covering all aspects of the Employment Rights Act to make sure you’re ready to respond to the new legal landscape.
How does the training work?
Hosted in person at our Cardiff office, you’ll learn from our Partner, Richard Thomas, Associate, Evie Williams, and a team of employment lawyers who advise employers on a daily basis.
In addition to interactive seminar-style teaching, you will benefit from real-life case study analysis and practical discussions with our lawyers on how to deal with all employment law issues.
Who is it for?
Organisations’ managers, leaders and HR professionals (there is no limit on the number of delegates per organisation).
Why sign up?
As an employer, understanding and responding to employment law changes should be an urgent priority to avoid exposure to financial, reputational or litigious risk. Our unique training programme is designed to help you with exactly that. With our sessions, you’ll get:
- expert-led training; our practising employment lawyers have decades of combined experience and will be there to advise and guide you
- access to real-life examples and case studies to use in your training
- opportunities to ask questions and discuss your issues with lawyers on the day
- networking and collaboration opportunities with lawyers and your peers, including a free lunch prepared by our in-house chefs
- session materials sent to you afterwards to refresh your memory as needed
How much does it cost?
Designed with flexibility in mind, the training can be tailored to your specific needs. You can either book the entire training package or choose which specific days you wish to attend.
Each day costs £395 + VAT per person.
What topics will be covered?
Separated into four distinct training blocks, each consisting of two full-day sessions, we’ll guide you through the essential areas of employment law to equip you with the knowledge and skills you need to adapt to current and future practices. Here are the topics we’ll cover:
| Compliance confidence: Mastering paperwork, policies and processes | |
| Day 1 | Day 2 |
| Documenting an engagement | Status |
| Contracts of employment | Employees |
| Contracts for services | Workers |
| Director’s service agreements | The genuinely self-employed |
| NED appointment letters | |
| Agency agreements | Associated rights |
| Internship agreements | Employee v Worker rights |
| Zoom in on rights under the WTR | |
| Changing terms and conditions of services | |
| Contract variation processes | What’s to come? |
| ‘Fire and rehire’ | The future of the gig-economy |
| A single ‘worker’ status |
| Protections in practice: Mastering risk management, disputes and employment tribunal claims | |
| Day 1 | Day 2 |
| Discrimination and harassment | Family-friendly rights |
| Equality and diversity | Current framework – maternity, paternity, adoption, carer etc. |
| Protected characteristics | Proposed changes to existing rights |
| Types of discrimination | Flexible working requests |
| Recruitment | |
| Policies and best practice | Whistleblowing |
| Legal framework | |
| Disability and managing mental health in the workplace | Protection for whistleblowers |
| Disability, mental health issues and the Equality Act | Policies and best practice |
| Neurodiversity in the workplace | |
| Disability discrimination – the legal framework | Employment tribunal litigation |
| Employers’ duties | ACAS early conciliation |
| Tribunal proceedings | |
| Settlement |
| Overcoming obstacles: Effectively managing individual employee relations | |
| Day 1 | Day 2 |
| Capability and performance | Hearings and appeals |
| Effective performance management | Employee hearing preparation and delivery |
| Capability (poor performance) | Effective appeals management |
| Capability (ill health) | |
| Dismissals | |
| Disciplinary and grievance procedures | Potentially fair reasons |
| Disciplinary procedures | Dismissal process |
| Grievance procedures | Unfair and automatic unfair dismissals |
| Common pitfalls and best practice | Constructive dismissal |
| Managing difficult workplace investigations | Protected conversations and settlement agreements |
| When and why investigate | When and how to have a protected conversation |
| Challenges in complex investigations | Settlement agreement best practice |
| Investigation process |
| People process: Confidently navigating collective employee issues | |
| Day 1 | Day 2 |
| Trade unions and industrial relations | Redundancy |
| Dealing with a union recognition request | Legal framework |
| Collective bargaining | Alternatives to redundancy |
| Industrial action | Collective consultation |
| Statutory protections | Step-by-step guide to redundancy |
| What’s to come? | TUPE |
| Statement of trade union rights | Automatic transfer principle |
| Right to access | TUPE protections |
| Recognition thresholds | Obligations to inform and consult |
| Right to time off | Employee liability information |
| Balloting | Claims and special circumstances defence |
