The CIPD Branch in the North East of England annual meeting

Our annual meeting will be the first part of the session as we share insights and future plans for the CIPD branch in the North East led by our co-chair: Victoria Bullerwell, vice chair: Daire Fitzgerald and secretary: Alison J Swann.

Join us to understand how our voice as people professionals can shape the world of work alongside professional services and businesses locally in Tyneside and regionally across the North East of England.

Attendees can expect to gain insight into how to reduce the risk of tribunal claims, how to conduct right to work checks and exploring SOSR.

Topics:

Session 1 - How to reduce the risk of Tribunal claims, hosted by Hay & Kilner LLP.

Hay & Kilner's employment team has seen a recent increase in instructions to defend tribunal claims; a process which can be costly and time-consuming for employers. This seminar, illustrated by way of practical demonstration, will focus on the common issues the team consistently deal with which have led to avoidable claims, including poor disciplinary investigations, the failure to consider mental ill-health when dealing with work-related “issues”, ineffective settlement agreement discussions, unfair redundancy consultation processes.

Speakers:

Sarah Furness, Partner. Sarah provides advice to employer clients on a range of employment law matters and in various sectors and takes pride in getting to know her clients and their businesses so that she can assist them with their people strategy and so she has a full awareness of their commercial objectives and how their people strategy fits in with those objectives. Sarah is known for her down to earth and practical approach to employment law issues and is often referred to as part of her client’s “team”.

Sarah Hall, Partner. Sarah has been advising clients on all aspects of employment law for over 25 years and is well known for her pragmatic approach, ensuring that her advice and support meets her clients’ values and objectives. She acts almost exclusively for employers across a variety of sectors and works closely with directors and HR managers providing strategic support and practical advice on all HR matters. She acts as a trusted adviser for many clients who contact her on a weekly basis for proactive advice.

Tom Clarke, Associate. Tom advises a range of clients across multiple sectors and industries on all employment and HR matters, including disciplinaries and grievances, strategic planning, employment documentation, TUPE and equality and diversity issues. He regularly provides in-house training to clients and their management teams on numerous HR topics and practises. He has a particular specialism in contentious matters, representing clients in employment tribunal proceedings as well as advising on post-termination restrictions, their enforceability and enforcement. Tom has also acted for numerous senior executives in complex matters and managed departures.

Session 2 - Exploring SOSR, hosted by Sintons.

Speakers:

Keith Land, Partner. Specialising in: business immigration, employment and education.

Ailsa Hobson, Senior Associate. Specialising in: employment

In this session Keith Land and Ailsa Hobson will explore when it is appropriate to rely on some other substantial reason (SOSR) as a fair reason for a dismissal. Most of you will be well versed in executing redundancy, capability and conduct dismissals in line with your internal policies and procedures. However, attempting to fairly dismiss an employee who has no performance issues; has not committed misconduct; and whose work is not ceasing or diminishing can often be fraught with uncertainty when relying on the SOSR “catch all” for dismissal. For the SOSR to meet the threshold of a potentially fair reason, you must be able to show that the dismissal can be justified by a reason which is substantial, as opposed to trivial or frivolous. Keith and Ailsa will use scenario-based examples to provide practical guidance to equip you with the confidence to identify and support with an SOSR dismissal.

Session 3 - How to conduct right to work checks: a practical guide, hosted by Muckle LLP.

In April 2024 the civil penalty for employing illegal workers increased to up to £60,000, per illegal worker. Since this date there has been a notable increase in Home Office investigation into those workers that do not have the right to work in the UK, with a corresponding increase in employers being issued with civil penalties for employing illegal workers. Given this and the criminal regime in place for those employers and individuals who knowingly employing illegal workers, getting your right to work checks correct has never been more important.

In this session, industry experts Amy Sergison and Imaan Choudry will explain the importance of undertaking valid right to work checks before breaking down the right to work process and answering your questions. This practical session will equip you with the confidence to get checks right, first time, and safeguard your organisation from the risk of criminal and civil penalties and reputational damage.

Speakers:

Chris Maddock, Partner, Head of the Employment team

Amy Sergison, Partner, Employment and Business Immigration

Imaan Choudry, Solicitor, Employment and Business Immigration.

Please note:

1. Reminder emails will be sent to you the day before, with a further reminder on the day of the event.

2. Photography and video production may be taking place at the event, and these images may be used in the CIPD newsletters.

3. By attending the event, you are giving your consent for your image to be used on any CIPD promotional materials.

4. As we are supplying refreshments, if you can no longer attend, please cancel your place either on Eventbrite, responding to this email.

5. This event may include an external speaker who has prepared their own presentation. Any views or opinions expressed by the speaker are their own and do not reflect those of the CIPD.

6. Please note that refunds for CIPD Non-Member tickets will only be available until 7 days prior to the event, any cancelled tickets after this will not receive a refund.

7. If you require any reasonable adjustments to enhance your experience, please get in contact with us by responding to this email and we will do our best to accommodate.