Employment Law for Line Managers provides an essential overview of the key areas of employment law, and how it influences everyday situations at work. This practical course will enable line managers to return to work with the knowledge and skills to manage workplace issues confidently and in accordance with the law.

Run as it features here, or run in-house where the content can be tailored to suit your organisational needs; cost effective if a number of people require training

Who is it for

Employment Law for Line Managers is recommended for all line managers or those with supervisory responsibilities. No prior knowledge of employment law is required.


By the end of Employment Law for Line Managers course, you'll be able to:

  • understand the key principles of employment law and how it influences decisions in the workplace
  • address a range of everyday scenarios according to best practice and within the law
  • resolve workplace issues both fairly and legally.


Before employment

  • The recruitment process - do's and don'ts
  • The contract - offer, terms, clauses, express and implied terms
  • Immigration and vetting and barring
  • References and medicals, what to be aware of
  • Pitfalls to avoid

During employment

  • Contractual issues
  • Employment status
  • Dealing with part-time, agency and fixed-term contract workers

Good working practices - discrimination

  • Protected characteristics - direct and indirect discrimination
  • Harassment and bullying in the workplace
  • Compensation levels
  • Family  matters - maternity, paternity, adoption and parental leave,
  • Flexible working requests

Difficult issues - a practical approach

  • Short and long term absenteeism
  • Poor performers
  • Stress
  • Email/ internet/social media abuse
  • Misconduct in and out of work
  • Acting fairly and reasonably

Grievances and discipline

  • What the law requires, the Acas Code of Practice, best practice, the right to be accompanied
  • Applying your organisation's procedures
  • What happens on appeal?


  • What is wrongful, unfair and constructive dismissal?
  • Reasons for dismissal
  • The cost of getting it wrong

Employment tribunals

  • What are they?
  • Early conciliation
  • Being a witness
  • Settling out of court.
  • Settlement agreements
  • Programme is subject to change pending new developments.

We’re the CIPD — the professional body for HR and people development. We are the voice of a worldwide community of 140,000 members committed to championing better work and working lives.

We’ve been setting the benchmark for excellence in people and organisation development for more than 100 years. Through our expertise and research we provide a valuable point of view on the rapidly changing world of work. And for our members we’re the career partner of choice, setting professional standards and providing the know-how to drive the HR and L&D professions forward.

We’re independent and not-for-profit and hold a highly respected Royal Charter. We exist to make work and working lives better. And at a time of unprecedented change we have the vision, agility and strength to make a real difference to our members, to businesses, to the economy and to all working people.

What we do and how we work

For an overview of the work we do and how we do it, download our annual review or find out about:

  • What we do
  • How and where we work
  • Our strategic priorities
  • Who’s who
  • What's new
  • What we stand for

The CIPD acronym stands for the Chartered Institute of Personnel and Development, but today we're known simply as the CIPD. As an organisation, we stand for better work and working lives. Policymakers and opinion formers look to us for a definitive and impartial point of view. Our independence, research and expertise enable us to meet this expectation with a vision of the future that’s grounded in evidence and promotes working practices that drive maximum value for both employees and the businesses they work in.

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