Your Legal Obligations

WHAT DOES BEST PRACTICE LOOK LIKE?

THE CHALLENGE

The law in this area can often be confusing for both employees and employers. 

Keeping those communication lines open but being confident you won’t say or do anything that could get you in to trouble can pay dividends in terms of staff-wellbeing, morale and retention. 

WHO’S IT FOR? 

Line Managers and Leadership

AVAILABLE COURSES

Legal Obligations Workshop
6 hours, up to 15 people

In this workshop, we will run through what your legal obligations are and what best practice looks like when managing pregnant women, staff taking parental leave and returning to work after a period of leave.

This should build confidence for the future and reduce any risks of unhappy staff or, worse, a claim against your business.

We will cover

  • Legal obligations during recruitment

  • Legal obligations when a member of staff tells you they are pregnant

  • Best practice when managing a pregnant member of staff

  • Legal obligations and best practice during maternity or paternity leave

  • Legal obligations if a member of staff makes a flexible working request

  • Legal obligations when a parent returns to work

  • An overview of what would constitute discrimination in the eyes of the law

Outcomes

  • Your line managers will feel more confident having open conversations with pregnant women and parents in the workplace

  • Greater assurance that line managers are doing and saying the right thing thereby minimising risk of potential claims

  • Pregnant women and parents feeling as though they are being better supported and are therefore more likely to stay with the organisation

TOTAL COST, EXCLUDING VENUE AND REFRESHMENTS: £2,750 (+VAT)