Michelmores Employment Law Conference 2020

Michelmores Employment Law Conference 2020

Our popular Employment Law Conference returned and was held virtually. The team brought you up-to-date with recent changes in the law and the implications this may have for your business.

Andrew Tobey gave a snapshot view of the post-Brexit legal landscape for employers. As the end of the Brexit transition period looms and the glimmering hope of a (theoretically) more streamlined Points Based System (PBS) dawns, it is vitally important the employers are:

  1. Aware of the upcoming changes to UK Immigration laws
  2. Know what they need to do to comply with new laws; and
  3. Have all of the necessary processes and Licences in place to ensure that 1 January 2021 passes just as uneventfully as Y2K.

In our immigration presentation Lynsey Blyth, Alice Spicer Edwards, and Nicole Hamilton explored what you need to know about immigration in the new E(U)ra and what you need to do to ensure that your businesses is PBS ready.

In a year of virtual contact, new vocabulary (“furlough”….?), toilet roll shortages and cries of “you’re on mute!”, it’s safe to say that nothing is as it has ever been before. However, as far as possible, the world (and business) needs to continue to function and adapt to this new reality.

Our Employment Law solicitors Rachael Lloyd and Jo Cowen guided you through a “pandemic proofing” of your business, giving you tips on making difficult but necessary restructuring decisions regarding your workforce (now with added “COVIDcomplications”), and ensuring that your business is in the best possible position not only to survive, but thrive, in the long term.

Bethan Jones then brought you up to speed on the key decisions and developments in the field of HR and Employment Law over the last 12 months, with an additional focus on what to look out for in 2021.

Part One: Brexit Through The Looking Glass and a New E(U)ra

Part Two: Pandemic Proofing & People Planning: Redundancies & Restructures in a COVID World

This article is for information purposes only and is not a substitute for legal advice and should not be relied upon as such.

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