All Acas events

Making redundancies can be a stressful and time-consuming process and is often difficult for everyone involved.

When handling redundancies, getting the basics right can help:

• maintain good relationships at work
• reduce stress and uncertainty
• reduce the risk of employment tribunal claims
• establish a productive working environment post redundancy

This event will cover legal and practical considerations to help you confidently handle a redundancy situation at work.

Conflict at work can be disruptive, time consuming and costly.

Mediation is a proven and effective way of resolving differences between employees and rebuilding working relationships.

Mediation can:

• allow each person to air their issues in a safe environment
• identify areas of common ground
• help create acceptable solutions for both sides

Organisations with people trained in mediation can benefit from:

• reduced levels of conflict
• better teamworking
• reduced grievances, absences and turnover

This training will help you gain the skills, techniques and confidence to become an effective mediator in your workplace. 

You will gain a recognised mediation accreditation upon successful completion of the course.

Acas is the recognised authority in dispute resolution. You will learn directly from our mediation experts, who have extensive personal experience in resolving conflict at work.

This training course is accredited by NCFE, a trusted and recognised awarding organisation. NCFE verifies and quality assures the assessments. An assessment in your learning will be included as part of the process.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

When recruiting and managing people employers must consider equality and fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

Employers who prioritise good practice around equality, diversity, and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

Employee absence can impact both the manager and also colleagues who are asked to cover their work. 

Managing sickness absence and having clear policies can:

• reduce sickness absence levels
• explain the importance of attendance
• help employees understand what is expected of them
• help managers address underlying issues
• improve wellbeing and working relationships
• boost team performance and improve productivity

This training will help you manage absence at work in a fair, consistent and effective way.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

Conflict at work can be disruptive, time consuming and costly.

Mediation is a proven and effective way of resolving differences between employees and rebuilding working relationships.

Mediation can:

• allow each person to air their issues in a safe environment
• identify areas of common ground
• help create acceptable solutions for both sides

Organisations with people trained in mediation can benefit from:

• reduced levels of conflict
• better teamworking
• reduced grievances, absences and turnover

This training will help you gain the skills, techniques and confidence to become an effective mediator in your workplace. 

You will gain a recognised mediation accreditation upon successful completion of the course.

Acas is the recognised authority in dispute resolution. You will learn directly from our mediation experts, who have extensive personal experience in resolving conflict at work.

This training course is accredited by NCFE, a trusted and recognised awarding organisation. NCFE verifies and quality assures the assessments. An assessment in your learning will be included as part of the process.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Where an employee has a disability, an employer has a legal obligation to make reasonable adjustments under the Equality Act.

Sometimes, people who have long term physical or mental health conditions may not recognise themselves as having a disability.  However, they may benefit from adjustments at work. 

Taking a positive and practical approach to making workplace adjustments can help an organisation to:

• recruit employees from a diverse talent pool
• improve productivity
• retain employees
• create an inclusive and supportive working environment
• reduce the risk of discrimination claims

This training will help you develop confidence in holding conversations about and making reasonable adjustments for employees with health conditions.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

Employers are legally obliged to provide a written statement of terms and conditions of employment. This should be issued to employees by day one of their employment. 

Many people work under verbal contracts, but this could lead to disputes or legal claims, which presents significant risk for employers.

A well written contract  can help:

• clarify roles and expectations
• give certainty about everyone’s rights and responsibilities
• clarify entitlements

You will leave this training more able to:

• get contracts right
• set clear expectations with your employees
• reduce the risk of legal claims

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

It can be tempting for managers to avoid dealing with challenging, hostile or confrontational behaviour. Especially where an employee responds to challenge with further negative or destructive behaviours. 

Taking a proactive approach to challenging behaviour can:

• increase confidence in line managers
• support wellbeing of employees
• prevent absence
• reduce the risk of discrimination and other legal claims

This interactive training will give you insights, tools and skills to help you confidently address extremely challenging persons at work.

Employers have a duty of care to employees. This includes a legal  responsibility to support their employees’ mental health and wellbeing.

This training provides:

• essential insights into employer responsibilities and the law
• the benefits of making positive changes
• the risks of not adapting policies and practices that support mental health

Employers who proactively promote good practice around mental health: 

• reduce risk of legal claims
• are likely to have a more engaged workforce
• experience less absence

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

Menopause will impact many employees, whatever organisation or sector your work in.

It is essential that people managers and HR policy makers know how to support people experiencing menopausal symptoms. This will help both the individual and the organisation.

Employers have a duty of care and might also have a legal responsibility to make reasonable adjustments for employees.

Employers who take a proactive and supportive approach will:

• better retain employees 
• increase morale and improve productivity
• attract and retain a more diverse workforce
• benefit from reduced absence

Learn what you can do to be a better, more supportive employer for people experiencing menopause.

• grievances
• demotivated employees
• potential fines
• legal claims

Employers are responsible for making sure workers are paid correctly in accordance with the law. 

This training will make sure you’re up to date with current legislation and good practice. It will help clarify the rules around deductions and give you more confidence that your policies are correct.

People who don’t run a disciplinary procedure often can find it confusing and can worry about getting things right. It can also be a stressful experience for everyone involved.

However, disciplinary procedures are sometimes needed to help address issues with productivity, behaviour and performance. 

Handled effectively, a disciplinary procedure can:

• help identify and address underlying issues
• help set expectations 
• improve long-term working relationships

Our training is based on legal requirements as well as good practice outlined in the Acas Code of Practice on discipline and grievance. 

This training will help you to run a fair and effective disciplinary procedure at work, and to approach the process with more confidence.

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work. 

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

Employee absence can impact both the manager and also colleagues who are asked to cover their work. 

Managing sickness absence and having clear policies can:

• reduce sickness absence levels
• explain the importance of attendance
• help employees understand what is expected of them
• help managers address underlying issues
• improve wellbeing and working relationships
• boost team performance and improve productivity

This training will help you manage absence at work in a fair, consistent and effective way.

Employers need to manage the performance of their employees. 

Underperforming employees or teams can cause significant disruption and have a real impact on organisations. 

Setting clear objectives and expectations can help: 

• better motivate people and teams
• set standards and benchmarks
• communicate business needs
• recognise the work of those performing well

This training will help you feel confident in managing performance, setting targets and communicating expectations. This will help:

• establish good working relationships between managers and teams
• promote organisational growth
• retain the best people

When a grievance is received it can feel like a serious problem has been presented and often they come unexpectedly. Managers can feel confronted and at times defensive. Emotions can often run high.

Well-handled grievances can help managers understand problems and work to resolve them early, with minimal disruption. They can also help improve working relationships and team dynamics.

This training will improve your skills in effectively handling grievances at work. It focuses on: 

• identifying the facts from emotions
• emotional intelligence and empathy
• working jointly to resolve issues

You will be become better at handling grievances objectively and with increased confidence.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Around 1 in 7 of the UK population are neurodivergent. This means they have natural differences in how their brains behave and process information. Common types of neurodivergence are:

• autism
• ADHD
• dyslexia
• dyspraxia

This training focuses on practical steps organisations can take to support individuals and create a neuroinclusive environment.

Knowing how to create a neuroinclusive environment can:

• improve productivity through support and psychological safety for employees
• help people to perform to their full potential
• improve diversity by attracting employees with a wider range of skills and experience
• reduce absence and employee turnover
• reduce the risk of conflict and legal disputes

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

When recruiting and managing people employers must consider equality and fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

Employers who prioritise good practice around equality, diversity, and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

Mental health, like physical health, can change throughout our lives. 

Organisations benefit from encouraging people to talk openly about mental health and issues such as stress, anxiety and wellbeing.

Managers who are skilled at supporting mental health in the workplace can:

• reduce absence
• minimise staff turnover
• avoid potential conflict
• increase productivity

This training will provide you with the skills and knowledge to confidently address issues. It will help you have more effective conversations about mental health and to create an open and inclusive culture.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

Employee absence can impact both the manager and also colleagues who are asked to cover their work. 

Managing sickness absence and having clear policies can:

• reduce sickness absence levels
• explain the importance of attendance
• help employees understand what is expected of them
• help managers address underlying issues
• improve wellbeing and working relationships
• boost team performance and improve productivity

This training will help you manage absence at work in a fair, consistent and effective way.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Unacceptable behaviours, such as banter and bullying can have a huge impact on people, teams and organisations.

People managers are at the frontline when it comes to being able to identity inappropriate behaviours and will often be the person expected to deal with them. 

Managers need to challenge inappropriate behaviour early to prevent matters escalating. This will help:

• reduce poor behaviour
• increase staff morale and engagement
• improve productivity
• reduce staff turnover
• minimise the risk of legal claims against yourself or your organisation

This training will help you confidently deal with issues as they arise and create a positive culture at work. It helps prepare all employees to stand against bullying and to take action

Making redundancies can be a stressful and time-consuming process and is often difficult for everyone involved.

When handling redundancies, getting the basics right can help:

• maintain good relationships at work
• reduce stress and uncertainty
• reduce the risk of employment tribunal claims
• establish a productive working environment post redundancy

This event will cover legal and practical considerations to help you confidently handle a redundancy situation at work.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

It can be tempting for managers to avoid dealing with challenging, hostile or confrontational behaviour. Especially where an employee responds to challenge with further negative or destructive behaviours. 

Taking a proactive approach to challenging behaviour can:

• increase confidence in line managers
• support wellbeing of employees
• prevent absence
• reduce the risk of discrimination and other legal claims

This interactive training will give you insights, tools and skills to help you confidently address extremely challenging persons at work.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Conflict at work can be stressful, time consuming and disruptive for all concerned. Sometimes problems between employees can seem difficult to overcome.

Mediation is an effective way to resolve disputes. When  used properly and at an early stage, it can help improve: 

• working relationships between employees
• employee engagement and team dynamics
• employee retention

This training will introduce you to mediation and practical skills you can develop and use within your role. 

This will help you be seen as a better people manager and someone people can approach to help resolve issues at work.

• grievances
• demotivated employees
• potential fines
• legal claims

Employers are responsible for making sure workers are paid correctly in accordance with the law. 

This training will make sure you’re up to date with current legislation and good practice. It will help clarify the rules around deductions and give you more confidence that your policies are correct.

Conducting a fair hearing is often an essential next step following a fair investigation. 

The hearing is held to make a decision on the facts found during the investigation. And can relate to an employee’s attendance, behaviour or performance.

It’s important to conduct a hearing in a way that is:

• fair and impartial
• timely
• able to objectively explore underlying issues
• considerate of employee wellbeing

A well-run hearing can help employers maintain good relationships with their employees and can help both parties agree clear expectations moving forward. 

You will learn how to hold hearings in line with good practice and the law. The training is based on the Acas Code of Practice on discipline and grievance.

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work. 

Employers sometimes need to change employees’ roles, working practices and written terms and conditions. This can cause:

• conflict and strained working relationships
• confusion and productivity impact
• risk of legal claims

This training will help you get a better understanding of how to change a contract. This will help you to: 

• follow the law and good practice when making changes
• reduce the risk of legal claims
• identify the risks and benefits of the options
• make informed decisions 
• maintain good working relationships
• protect morale through change

When recruiting and managing people employers must consider equality and fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

Employers who prioritise good practice around equality, diversity, and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

Employers need to manage the performance of their employees. 

Underperforming employees or teams can cause significant disruption and have a real impact on organisations. 

Setting clear objectives and expectations can help: 

• better motivate people and teams
• set standards and benchmarks
• communicate business needs
• recognise the work of those performing well

This training will help you feel confident in managing performance, setting targets and communicating expectations. This will help:

• establish good working relationships between managers and teams
• promote organisational growth
• retain the best people

Conflict at work can be disruptive, time consuming and costly.

Mediation is a proven and effective way of resolving differences between employees and rebuilding working relationships.

Mediation can:

• allow each person to air their issues in a safe environment
• identify areas of common ground
• help create acceptable solutions for both sides

Organisations with people trained in mediation can benefit from:

• reduced levels of conflict
• better teamworking
• reduced grievances, absences and turnover

This training will help you gain the skills, techniques and confidence to become an effective mediator in your workplace. 

You will gain a recognised mediation accreditation upon successful completion of the course.

Acas is the recognised authority in dispute resolution. You will learn directly from our mediation experts, who have extensive personal experience in resolving conflict at work.

This training course is accredited by NCFE, a trusted and recognised awarding organisation. NCFE verifies and quality assures the assessments. An assessment in your learning will be included as part of the process.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Menopause will impact many employees, whatever organisation or sector your work in.

It is essential that people managers and HR policy makers know how to support people experiencing menopausal symptoms. This will help both the individual and the organisation.

Employers have a duty of care and might also have a legal responsibility to make reasonable adjustments for employees.

Employers who take a proactive and supportive approach will:

• better retain employees 
• increase morale and improve productivity
• attract and retain a more diverse workforce
• benefit from reduced absence

Learn what you can do to be a better, more supportive employer for people experiencing menopause.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

Employers are legally obliged to provide a written statement of terms and conditions of employment. This should be issued to employees by day one of their employment. 

Many people work under verbal contracts, but this could lead to disputes or legal claims, which presents significant risk for employers.

A well written contract  can help:

• clarify roles and expectations
• give certainty about everyone’s rights and responsibilities
• clarify entitlements

You will leave this training more able to:

• get contracts right
• set clear expectations with your employees
• reduce the risk of legal claims

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work. 

Conflict at work can be stressful, time consuming and disruptive for all concerned. Sometimes problems between employees can seem difficult to overcome.

Mediation is an effective way to resolve disputes. When  used properly and at an early stage, it can help improve: 

• working relationships between employees
• employee engagement and team dynamics
• employee retention

This training will introduce you to mediation and practical skills you can develop and use within your role. 

This will help you be seen as a better people manager and someone people can approach to help resolve issues at work.

Around 1 in 7 of the UK population are neurodivergent. This means they have natural differences in how their brains behave and process information. Common types of neurodivergence are:

• autism
• ADHD
• dyslexia
• dyspraxia

This training focuses on practical steps organisations can take to support individuals and create a neuroinclusive environment.

Knowing how to create a neuroinclusive environment can:

• improve productivity through support and psychological safety for employees
• help people to perform to their full potential
• improve diversity by attracting employees with a wider range of skills and experience
• reduce absence and employee turnover
• reduce the risk of conflict and legal disputes

When recruiting and managing people employers must consider equality and fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

Employers who prioritise good practice around equality, diversity, and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

• grievances
• demotivated employees
• potential fines
• legal claims

Employers are responsible for making sure workers are paid correctly in accordance with the law. 

This training will make sure you’re up to date with current legislation and good practice. It will help clarify the rules around deductions and give you more confidence that your policies are correct.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Employers have a legal duty to protect their employees and prevent them from being sexually harassed. 

Employers who clearly communicate their policies and expectations on sexual harassment will: 

• more likely comply with their statutory duty 
• have more engaged and productive employees
• improve employee mental health and wellbeing
• experience reduced absence levels and turnover

 This training will discuss practical steps for preventing sexual harassment, creating policies and completing risk assessments. 

It will also provide valuable tips and tactics for reducing sexual harassment that can be applied in any workplace.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Conflict at work can be disruptive, time consuming and costly.

Mediation is a proven and effective way of resolving differences between employees and rebuilding working relationships.

Mediation can:

• allow each person to air their issues in a safe environment
• identify areas of common ground
• help create acceptable solutions for both sides

Organisations with people trained in mediation can benefit from:

• reduced levels of conflict
• better teamworking
• reduced grievances, absences and turnover

This training will help you gain the skills, techniques and confidence to become an effective mediator in your workplace. 

You will gain a recognised mediation accreditation upon successful completion of the course.

Acas is the recognised authority in dispute resolution. You will learn directly from our mediation experts, who have extensive personal experience in resolving conflict at work.

This training course is accredited by NCFE, a trusted and recognised awarding organisation. NCFE verifies and quality assures the assessments. An assessment in your learning will be included as part of the process.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

It can be tempting for managers to avoid dealing with challenging, hostile or confrontational behaviour. Especially where an employee responds to challenge with further negative or destructive behaviours. 

Taking a proactive approach to challenging behaviour can:

• increase confidence in line managers
• support wellbeing of employees
• prevent absence
• reduce the risk of discrimination and other legal claims

This interactive training will give you insights, tools and skills to help you confidently address extremely challenging persons at work.

When a grievance is received it can feel like a serious problem has been presented and often they come unexpectedly. Managers can feel confronted and at times defensive. Emotions can often run high.

Well-handled grievances can help managers understand problems and work to resolve them early, with minimal disruption. They can also help improve working relationships and team dynamics.

This training will improve your skills in effectively handling grievances at work. It focuses on: 

• identifying the facts from emotions
• emotional intelligence and empathy
• working jointly to resolve issues

You will be become better at handling grievances objectively and with increased confidence.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

Employee absence can impact both the manager and also colleagues who are asked to cover their work. 

Managing sickness absence and having clear policies can:

• reduce sickness absence levels
• explain the importance of attendance
• help employees understand what is expected of them
• help managers address underlying issues
• improve wellbeing and working relationships
• boost team performance and improve productivity

This training will help you manage absence at work in a fair, consistent and effective way.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

TUPE , the Transfer of Undertakings, Protection of Employment Regulations protect employee rights when a business, or part of a business, is sold or changes hands. 

TUPE transfers can be one of the most confusing and stressful areas for employers and employees.

Understanding the law and good practice about employee rights in TUPE transfers will help you:

• minimise disruption
• manage the process better
• improve employee relations
• deal with disputes
• avoid employment tribunal claims

This training will help you handle a TUPE process with confidence

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

People who don’t run a disciplinary procedure often can find it confusing and can worry about getting things right. It can also be a stressful experience for everyone involved.

However, disciplinary procedures are sometimes needed to help address issues with productivity, behaviour and performance. 

Handled effectively, a disciplinary procedure can:

• help identify and address underlying issues
• help set expectations 
• improve long-term working relationships

Our training is based on legal requirements as well as good practice outlined in the Acas Code of Practice on discipline and grievance. 

This training will help you to run a fair and effective disciplinary procedure at work, and to approach the process with more confidence.

Unacceptable behaviours, such as banter and bullying can have a huge impact on people, teams and organisations.

People managers are at the frontline when it comes to being able to identity inappropriate behaviours and will often be the person expected to deal with them. 

Managers need to challenge inappropriate behaviour early to prevent matters escalating. This will help:

• reduce poor behaviour
• increase staff morale and engagement
• improve productivity
• reduce staff turnover
• minimise the risk of legal claims against yourself or your organisation

This training will help you confidently deal with issues as they arise and create a positive culture at work. It helps prepare all employees to stand against bullying and to take action

When recruiting and managing people employers must consider equality and fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

Employers who prioritise good practice around equality, diversity, and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

Making redundancies can be a stressful and time-consuming process and is often difficult for everyone involved.

When handling redundancies, getting the basics right can help:

• maintain good relationships at work
• reduce stress and uncertainty
• reduce the risk of employment tribunal claims
• establish a productive working environment post redundancy

This event will cover legal and practical considerations to help you confidently handle a redundancy situation at work.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

Around 1 in 7 of the UK population are neurodivergent. This means they have natural differences in how their brains behave and process information. Common types of neurodivergence are:

• autism
• ADHD
• dyslexia
• dyspraxia

This training focuses on practical steps organisations can take to support individuals and create a neuroinclusive environment.

Knowing how to create a neuroinclusive environment can:

• improve productivity through support and psychological safety for employees
• help people to perform to their full potential
• improve diversity by attracting employees with a wider range of skills and experience
• reduce absence and employee turnover
• reduce the risk of conflict and legal disputes

Employers sometimes need to change employees’ roles, working practices and written terms and conditions. This can cause:

• conflict and strained working relationships
• confusion and productivity impact
• risk of legal claims

This training will help you get a better understanding of how to change a contract. This will help you to: 

• follow the law and good practice when making changes
• reduce the risk of legal claims
• identify the risks and benefits of the options
• make informed decisions 
• maintain good working relationships
• protect morale through change

Conducting a fair hearing is often an essential next step following a fair investigation. 

The hearing is held to make a decision on the facts found during the investigation. And can relate to an employee’s attendance, behaviour or performance.

It’s important to conduct a hearing in a way that is:

• fair and impartial
• timely
• able to objectively explore underlying issues
• considerate of employee wellbeing

A well-run hearing can help employers maintain good relationships with their employees and can help both parties agree clear expectations moving forward. 

You will learn how to hold hearings in line with good practice and the law. The training is based on the Acas Code of Practice on discipline and grievance.

Where an employee has a disability, an employer has a legal obligation to make reasonable adjustments under the Equality Act.

Sometimes, people who have long term physical or mental health conditions may not recognise themselves as having a disability.  However, they may benefit from adjustments at work. 

Taking a positive and practical approach to making workplace adjustments can help an organisation to:

• recruit employees from a diverse talent pool
• improve productivity
• retain employees
• create an inclusive and supportive working environment
• reduce the risk of discrimination claims

This training will help you develop confidence in holding conversations about and making reasonable adjustments for employees with health conditions.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Employers are legally obliged to provide a written statement of terms and conditions of employment. This should be issued to employees by day one of their employment. 

Many people work under verbal contracts, but this could lead to disputes or legal claims, which presents significant risk for employers.

A well written contract  can help:

• clarify roles and expectations
• give certainty about everyone’s rights and responsibilities
• clarify entitlements

You will leave this training more able to:

• get contracts right
• set clear expectations with your employees
• reduce the risk of legal claims

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work.

Unacceptable behaviours, such as banter and bullying can have a huge impact on people, teams and organisations.

People managers are at the frontline when it comes to being able to identity inappropriate behaviours and will often be the person expected to deal with them. 

Managers need to challenge inappropriate behaviour early to prevent matters escalating. This will help:

• reduce poor behaviour
• increase staff morale and engagement
• improve productivity
• reduce staff turnover
• minimise the risk of legal claims against yourself or your organisation

This training will help you confidently deal with issues as they arise and create a positive culture at work. It helps prepare all employees to stand against bullying and to take action

When recruiting and managing people employers must consider equality and fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

Employers who prioritise good practice around equality, diversity, and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

Employee absence can impact both the manager and also colleagues who are asked to cover their work. 

Managing sickness absence and having clear policies can:

• reduce sickness absence levels
• explain the importance of attendance
• help employees understand what is expected of them
• help managers address underlying issues
• improve wellbeing and working relationships
• boost team performance and improve productivity

This training will help you manage absence at work in a fair, consistent and effective way.

TUPE , the Transfer of Undertakings, Protection of Employment Regulations protect employee rights when a business, or part of a business, is sold or changes hands. 

TUPE transfers can be one of the most confusing and stressful areas for employers and employees.

Understanding the law and good practice about employee rights in TUPE transfers will help you:

• minimise disruption
• manage the process better
• improve employee relations
• deal with disputes
• avoid employment tribunal claims

This training will help you handle a TUPE process with confidence

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Conflict at work can be disruptive, time consuming and costly.

Mediation is a proven and effective way of resolving differences between employees and rebuilding working relationships.

Mediation can:

• allow each person to air their issues in a safe environment
• identify areas of common ground
• help create acceptable solutions for both sides

Organisations with people trained in mediation can benefit from:

• reduced levels of conflict
• better teamworking
• reduced grievances, absences and turnover

This training will help you gain the skills, techniques and confidence to become an effective mediator in your workplace. 

You will gain a recognised mediation accreditation upon successful completion of the course.

Acas is the recognised authority in dispute resolution. You will learn directly from our mediation experts, who have extensive personal experience in resolving conflict at work.

This training course is accredited by NCFE, a trusted and recognised awarding organisation. NCFE verifies and quality assures the assessments. An assessment in your learning will be included as part of the process.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Menopause will impact many employees, whatever organisation or sector your work in.

It is essential that people managers and HR policy makers know how to support people experiencing menopausal symptoms. This will help both the individual and the organisation.

Employers have a duty of care and might also have a legal responsibility to make reasonable adjustments for employees.

Employers who take a proactive and supportive approach will:

• better retain employees 
• increase morale and improve productivity
• attract and retain a more diverse workforce
• benefit from reduced absence

Learn what you can do to be a better, more supportive employer for people experiencing menopause.

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work. 

Mental health, like physical health, can change throughout our lives. 

Organisations benefit from encouraging people to talk openly about mental health and issues such as stress, anxiety and wellbeing.

Managers who are skilled at supporting mental health in the workplace can:

• reduce absence
• minimise staff turnover
• avoid potential conflict
• increase productivity

This training will provide you with the skills and knowledge to confidently address issues. It will help you have more effective conversations about mental health and to create an open and inclusive culture.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

• grievances
• demotivated employees
• potential fines
• legal claims

Employers are responsible for making sure workers are paid correctly in accordance with the law. 

This training will make sure you’re up to date with current legislation and good practice. It will help clarify the rules around deductions and give you more confidence that your policies are correct.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Employee absence can impact both the manager and also colleagues who are asked to cover their work. 

Managing sickness absence and having clear policies can:

• reduce sickness absence levels
• explain the importance of attendance
• help employees understand what is expected of them
• help managers address underlying issues
• improve wellbeing and working relationships
• boost team performance and improve productivity

This training will help you manage absence at work in a fair, consistent and effective way.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

• grievances
• demotivated employees
• potential fines
• legal claims

Employers are responsible for making sure workers are paid correctly in accordance with the law. 

This training will make sure you’re up to date with current legislation and good practice. It will help clarify the rules around deductions and give you more confidence that your policies are correct.

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work. 

Conflict at work can be stressful, time consuming and disruptive for all concerned. Sometimes problems between employees can seem difficult to overcome.

Mediation is an effective way to resolve disputes. When  used properly and at an early stage, it can help improve: 

• working relationships between employees
• employee engagement and team dynamics
• employee retention

This training will introduce you to mediation and practical skills you can develop and use within your role. 

This will help you be seen as a better people manager and someone people can approach to help resolve issues at work.

Employers sometimes need to change employees’ roles, working practices and written terms and conditions. This can cause:

• conflict and strained working relationships
• confusion and productivity impact
• risk of legal claims

This training will help you get a better understanding of how to change a contract. This will help you to: 

• follow the law and good practice when making changes
• reduce the risk of legal claims
• identify the risks and benefits of the options
• make informed decisions 
• maintain good working relationships
• protect morale through change

Making redundancies can be a stressful and time-consuming process and is often difficult for everyone involved.

When handling redundancies, getting the basics right can help:

• maintain good relationships at work
• reduce stress and uncertainty
• reduce the risk of employment tribunal claims
• establish a productive working environment post redundancy

This event will cover legal and practical considerations to help you confidently handle a redundancy situation at work.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

Conducting a disciplinary hearing can be daunting. The skills and knowledge managers need to carry out an effective hearing can often be difficult to learn on the job.

Managers who can run a hearing well will be best placed to maintain a working relationship with an employee whilst:

• setting clear expectations
• reducing conflict
• creating a positive work and team environment
• reducing the risk of legal action

During this mock disciplinary event, you’ll learn by watching the process in action as trainers role play an example disciplinary hearing. You’ll be able to ask questions throughout.

It can be tempting for managers to avoid dealing with challenging, hostile or confrontational behaviour. Especially where an employee responds to challenge with further negative or destructive behaviours. 

Taking a proactive approach to challenging behaviour can:

• increase confidence in line managers
• support wellbeing of employees
• prevent absence
• reduce the risk of discrimination and other legal claims

This interactive training will give you insights, tools and skills to help you confidently address extremely challenging persons at work.

When recruiting and managing people employers must consider equality and fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

Employers who prioritise good practice around equality, diversity, and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

Employers need to manage the performance of their employees. 

Underperforming employees or teams can cause significant disruption and have a real impact on organisations. 

Setting clear objectives and expectations can help: 

• better motivate people and teams
• set standards and benchmarks
• communicate business needs
• recognise the work of those performing well

This training will help you feel confident in managing performance, setting targets and communicating expectations. This will help:

• establish good working relationships between managers and teams
• promote organisational growth
• retain the best people

Unacceptable behaviours, such as banter and bullying can have a huge impact on people, teams and organisations.

People managers are at the frontline when it comes to being able to identity inappropriate behaviours and will often be the person expected to deal with them. 

Managers need to challenge inappropriate behaviour early to prevent matters escalating. This will help:

• reduce poor behaviour
• increase staff morale and engagement
• improve productivity
• reduce staff turnover
• minimise the risk of legal claims against yourself or your organisation

This training will help you confidently deal with issues as they arise and create a positive culture at work. It helps prepare all employees to stand against bullying and to take action

Employers have a legal duty to protect their employees and prevent them from being sexually harassed. 

Employers who clearly communicate their policies and expectations on sexual harassment will: 

• more likely comply with their statutory duty 
• have more engaged and productive employees
• improve employee mental health and wellbeing
• experience reduced absence levels and turnover

 This training will discuss practical steps for preventing sexual harassment, creating policies and completing risk assessments. 

It will also provide valuable tips and tactics for reducing sexual harassment that can be applied in any workplace.

Mental health, like physical health, can change throughout our lives. 

Organisations benefit from encouraging people to talk openly about mental health and issues such as stress, anxiety and wellbeing.

Managers who are skilled at supporting mental health in the workplace can:

• reduce absence
• minimise staff turnover
• avoid potential conflict
• increase productivity

This training will provide you with the skills and knowledge to confidently address issues. It will help you have more effective conversations about mental health and to create an open and inclusive culture.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

• grievances
• demotivated employees
• potential fines
• legal claims

Employers are responsible for making sure workers are paid correctly in accordance with the law. 

This training will make sure you’re up to date with current legislation and good practice. It will help clarify the rules around deductions and give you more confidence that your policies are correct.

Around 1 in 7 of the UK population are neurodivergent. This means they have natural differences in how their brains behave and process information. Common types of neurodivergence are:

• autism
• ADHD
• dyslexia
• dyspraxia

This training focuses on practical steps organisations can take to support individuals and create a neuroinclusive environment.

Knowing how to create a neuroinclusive environment can:

• improve productivity through support and psychological safety for employees
• help people to perform to their full potential
• improve diversity by attracting employees with a wider range of skills and experience
• reduce absence and employee turnover
• reduce the risk of conflict and legal disputes

Unacceptable behaviours, such as banter and bullying can have a huge impact on people, teams and organisations.

People managers are at the frontline when it comes to being able to identity inappropriate behaviours and will often be the person expected to deal with them. 

Managers need to challenge inappropriate behaviour early to prevent matters escalating. This will help:

• reduce poor behaviour
• increase staff morale and engagement
• improve productivity
• reduce staff turnover
• minimise the risk of legal claims against yourself or your organisation

This training will help you confidently deal with issues as they arise and create a positive culture at work. It helps prepare all employees to stand against bullying and to take action

Menopause will impact many employees, whatever organisation or sector your work in.

It is essential that people managers and HR policy makers know how to support people experiencing menopausal symptoms. This will help both the individual and the organisation.

Employers have a duty of care and might also have a legal responsibility to make reasonable adjustments for employees.

Employers who take a proactive and supportive approach will:

• better retain employees 
• increase morale and improve productivity
• attract and retain a more diverse workforce
• benefit from reduced absence

Learn what you can do to be a better, more supportive employer for people experiencing menopause.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

People who don’t run a disciplinary procedure often can find it confusing and can worry about getting things right. It can also be a stressful experience for everyone involved.

However, disciplinary procedures are sometimes needed to help address issues with productivity, behaviour and performance. 

Handled effectively, a disciplinary procedure can:

• help identify and address underlying issues
• help set expectations 
• improve long-term working relationships

Our training is based on legal requirements as well as good practice outlined in the Acas Code of Practice on discipline and grievance. 

This training will help you to run a fair and effective disciplinary procedure at work, and to approach the process with more confidence.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Making redundancies can be a stressful and time-consuming process and is often difficult for everyone involved.

When handling redundancies, getting the basics right can help:

• maintain good relationships at work
• reduce stress and uncertainty
• reduce the risk of employment tribunal claims
• establish a productive working environment post redundancy

This event will cover legal and practical considerations to help you confidently handle a redundancy situation at work.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work. 

Employee absence can impact both the manager and also colleagues who are asked to cover their work. 

Managing sickness absence and having clear policies can:

• reduce sickness absence levels
• explain the importance of attendance
• help employees understand what is expected of them
• help managers address underlying issues
• improve wellbeing and working relationships
• boost team performance and improve productivity

This training will help you manage absence at work in a fair, consistent and effective way.

When recruiting and managing people employers must consider equality and fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

Employers who prioritise good practice around equality, diversity, and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

It can be tempting for managers to avoid dealing with challenging, hostile or confrontational behaviour. Especially where an employee responds to challenge with further negative or destructive behaviours. 

Taking a proactive approach to challenging behaviour can:

• increase confidence in line managers
• support wellbeing of employees
• prevent absence
• reduce the risk of discrimination and other legal claims

This interactive training will give you insights, tools and skills to help you confidently address extremely challenging persons at work.

Around 1 in 7 of the UK population are neurodivergent. This means they have natural differences in how their brains behave and process information. Common types of neurodivergence are:

• autism
• ADHD
• dyslexia
• dyspraxia

This training focuses on practical steps organisations can take to support individuals and create a neuroinclusive environment.

Knowing how to create a neuroinclusive environment can:

• improve productivity through support and psychological safety for employees
• help people to perform to their full potential
• improve diversity by attracting employees with a wider range of skills and experience
• reduce absence and employee turnover
• reduce the risk of conflict and legal disputes

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work. 

Conflict at work can be stressful, time consuming and disruptive for all concerned. Sometimes problems between employees can seem difficult to overcome.

Mediation is an effective way to resolve disputes. When  used properly and at an early stage, it can help improve: 

• working relationships between employees
• employee engagement and team dynamics
• employee retention

This training will introduce you to mediation and practical skills you can develop and use within your role. 

This will help you be seen as a better people manager and someone people can approach to help resolve issues at work.

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work. 

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Employers need to manage the performance of their employees. 

Underperforming employees or teams can cause significant disruption and have a real impact on organisations. 

Setting clear objectives and expectations can help: 

• better motivate people and teams
• set standards and benchmarks
• communicate business needs
• recognise the work of those performing well

This training will help you feel confident in managing performance, setting targets and communicating expectations. This will help:

• establish good working relationships between managers and teams
• promote organisational growth
• retain the best people

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work. 

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

• grievances
• demotivated employees
• potential fines
• legal claims

Employers are responsible for making sure workers are paid correctly in accordance with the law. 

This training will make sure you’re up to date with current legislation and good practice. It will help clarify the rules around deductions and give you more confidence that your policies are correct.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

Employers are legally obliged to provide a written statement of terms and conditions of employment. This should be issued to employees by day one of their employment. 

Many people work under verbal contracts, but this could lead to disputes or legal claims, which presents significant risk for employers.

A well written contract  can help:

• clarify roles and expectations
• give certainty about everyone’s rights and responsibilities
• clarify entitlements

You will leave this training more able to:

• get contracts right
• set clear expectations with your employees
• reduce the risk of legal claims

Conflict at work can be disruptive, time consuming and costly.

Mediation is a proven and effective way of resolving differences between employees and rebuilding working relationships.

Mediation can:

• allow each person to air their issues in a safe environment
• identify areas of common ground
• help create acceptable solutions for both sides

Organisations with people trained in mediation can benefit from:

• reduced levels of conflict
• better teamworking
• reduced grievances, absences and turnover

This training will help you gain the skills, techniques and confidence to become an effective mediator in your workplace. 

You will gain a recognised mediation accreditation upon successful completion of the course.

Acas is the recognised authority in dispute resolution. You will learn directly from our mediation experts, who have extensive personal experience in resolving conflict at work.

This training course is accredited by NCFE, a trusted and recognised awarding organisation. NCFE verifies and quality assures the assessments. An assessment in your learning will be included as part of the process.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

• grievances
• demotivated employees
• potential fines
• legal claims

Employers are responsible for making sure workers are paid correctly in accordance with the law. 

This training will make sure you’re up to date with current legislation and good practice. It will help clarify the rules around deductions and give you more confidence that your policies are correct.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Conflict at work can be disruptive, time consuming and costly.

Mediation is a proven and effective way of resolving differences between employees and rebuilding working relationships.

Mediation can:

• allow each person to air their issues in a safe environment
• identify areas of common ground
• help create acceptable solutions for both sides

Organisations with people trained in mediation can benefit from:

• reduced levels of conflict
• better teamworking
• reduced grievances, absences and turnover

This training will help you gain the skills, techniques and confidence to become an effective mediator in your workplace. 

You will gain a recognised mediation accreditation upon successful completion of the course.

Acas is the recognised authority in dispute resolution. You will learn directly from our mediation experts, who have extensive personal experience in resolving conflict at work.

This training course is accredited by NCFE, a trusted and recognised awarding organisation. NCFE verifies and quality assures the assessments. An assessment in your learning will be included as part of the process.

Conflict at work can be disruptive, time consuming and costly.

Mediation is a proven and effective way of resolving differences between employees and rebuilding working relationships.

Mediation can:

• allow each person to air their issues in a safe environment
• identify areas of common ground
• help create acceptable solutions for both sides

Organisations with people trained in mediation can benefit from:

• reduced levels of conflict
• better teamworking
• reduced grievances, absences and turnover

This training will help you gain the skills, techniques and confidence to become an effective mediator in your workplace. 

You will gain a recognised mediation accreditation upon successful completion of the course.

Acas is the recognised authority in dispute resolution. You will learn directly from our mediation experts, who have extensive personal experience in resolving conflict at work.

This training course is accredited by NCFE, a trusted and recognised awarding organisation. NCFE verifies and quality assures the assessments. An assessment in your learning will be included as part of the process.

Conflict at work can be disruptive, time consuming and costly.

Mediation is a proven and effective way of resolving differences between employees and rebuilding working relationships.

Mediation can:

• allow each person to air their issues in a safe environment
• identify areas of common ground
• help create acceptable solutions for both sides

Organisations with people trained in mediation can benefit from:

• reduced levels of conflict
• better teamworking
• reduced grievances, absences and turnover

This training will help you gain the skills, techniques and confidence to become an effective mediator in your workplace. 

You will gain a recognised mediation accreditation upon successful completion of the course.

Acas is the recognised authority in dispute resolution. You will learn directly from our mediation experts, who have extensive personal experience in resolving conflict at work.

This training course is accredited by NCFE, a trusted and recognised awarding organisation. NCFE verifies and quality assures the assessments. An assessment in your learning will be included as part of the process.

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

Conflict at work can be stressful, time consuming and disruptive for all concerned. Sometimes problems between employees can seem difficult to overcome.

Mediation is an effective way to resolve disputes. When  used properly and at an early stage, it can help improve: 

• working relationships between employees
• employee engagement and team dynamics
• employee retention

This training will introduce you to mediation and practical skills you can develop and use within your role. 

This will help you be seen as a better people manager and someone people can approach to help resolve issues at work.

Unacceptable behaviours, such as banter and bullying can have a huge impact on people, teams and organisations.

People managers are at the frontline when it comes to being able to identity inappropriate behaviours and will often be the person expected to deal with them. 

Managers need to challenge inappropriate behaviour early to prevent matters escalating. This will help:

• reduce poor behaviour
• increase staff morale and engagement
• improve productivity
• reduce staff turnover
• minimise the risk of legal claims against yourself or your organisation

This training will help you confidently deal with issues as they arise and create a positive culture at work. It helps prepare all employees to stand against bullying and to take action

Making redundancies can be a stressful and time-consuming process and is often difficult for everyone involved.

When handling redundancies, getting the basics right can help:

• maintain good relationships at work
• reduce stress and uncertainty
• reduce the risk of employment tribunal claims
• establish a productive working environment post redundancy

This event will cover legal and practical considerations to help you confidently handle a redundancy situation at work.

Employers have a legal duty to protect their employees and prevent them from being sexually harassed. 

Employers who clearly communicate their policies and expectations on sexual harassment will: 

• more likely comply with their statutory duty 
• have more engaged and productive employees
• improve employee mental health and wellbeing
• experience reduced absence levels and turnover

 This training will discuss practical steps for preventing sexual harassment, creating policies and completing risk assessments. 

It will also provide valuable tips and tactics for reducing sexual harassment that can be applied in any workplace.

When recruiting and managing people employers must consider equality and fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

Employers who prioritise good practice around equality, diversity, and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

When there is a problem at work, an investigation should be carried out as soon as possible. This can relate to grievances as well as potential disciplinary issues such as bullying, poor conduct, attendance or performance.

Carrying out a fair and impartial investigation will help managers to understand all the facts and help them reach an informed decision. It can also:

• promote good working relationships
• help organisations comply with the Acas code of practice on discipline and grievance
• build trust with all employees

This training will help you conduct investigations confidently, in line with good practice and legal requirements.

One of the most challenging parts of managing people is having conversations around sensitive or emotionally charged topics.

Difficult conversations are often things managers find themselves avoiding or delaying. This can have an impact on an organisation and morale.

Successfully addressing sensitive issues can:

• prevent bullying at work
• deal with conflict between colleagues
• uncover underlying issues
• support workers with personal issues
• create clear boundaries within teams
• increase employee engagement

This training will give you new skills and techniques to confidently handle challenging conversations at work.

TUPE , the Transfer of Undertakings, Protection of Employment Regulations protect employee rights when a business, or part of a business, is sold or changes hands. 

TUPE transfers can be one of the most confusing and stressful areas for employers and employees.

Understanding the law and good practice about employee rights in TUPE transfers will help you:

• minimise disruption
• manage the process better
• improve employee relations
• deal with disputes
• avoid employment tribunal claims

This training will help you handle a TUPE process with confidence

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Conflict at work can be stressful, time consuming and disruptive for all concerned. Sometimes problems between employees can seem difficult to overcome.

Mediation is an effective way to resolve disputes. When used properly and at an early stage, it can help improve: 

• working relationships between employees
• employee engagement and team dynamics
• employee retention

This training will introduce you to mediation and practical skills you can develop and use within your role. 

This will help you be seen as a better people manager and someone people can approach to help resolve issues at work.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Mental health, like physical health, can change throughout our lives. 

Organisations benefit from encouraging people to talk openly about mental health and issues such as stress, anxiety and wellbeing.

Managers who are skilled at supporting mental health in the workplace can:

• reduce absence
• minimise staff turnover
• avoid potential conflict
• increase productivity

This training will provide you with the skills and knowledge to confidently address issues. It will help you have more effective conversations about mental health and to create an open and inclusive culture. 

When a grievance is received it can feel like a serious problem has been presented and often they come unexpectedly. Managers can feel confronted and at times defensive. Emotions can often run high.

Well-handled grievances can help managers understand problems and work to resolve them early, with minimal disruption. They can also help improve working relationships and team dynamics.

This training will improve your skills in effectively handling grievances at work. It focuses on: 

• identifying the facts from emotions
• emotional intelligence and empathy
• working jointly to resolve issues

You will be become better at handling grievances objectively and with increased confidence.

When recruiting and managing people employers must consider equality and fairness at all stages of employment. People at work are protected by equality law. 

We will explore the law around discrimination and look at practical steps for employers and managers to take when creating a diverse and inclusive workplace.

Employers who prioritise good practice around equality, diversity, and inclusion can: 

• recruit from a wider talent pool
• benefit from a diverse range of views and experiences
• improve employee wellbeing
• better represent the diversity of their customers

This training will help build your knowledge of equality, diversity, and inclusion and improve confidence in progressing good practice in your organisation.

Managing people for the first time can be challenging but also rewarding. 

A good manager can help:

• improve teamwork and productivity
• reduce workplace conflict 
• increase wellbeing amongst staff
• build and maintain trust and confidence between an employer and employee

This training will help you build confidence and introduce the skills you need for your new role as a manager. 

It will also introduce you to legal and good practice principles you need to know.

Starting a new role in HR or taking on HR responsibilities can be overwhelming. You may need to handle:

• equality law
• recruitment
• issuing contracts
• discipline and grievance
• absence
• dismissal

This training will help those new to HR to learn the basics of employment law and good practice at all stages of an employment relationship.

This training will help you:

• understand complex legal principles
• apply good practice
• take on this area of responsibility with confidence

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

Conflict at work can be stressful, time consuming and disruptive for all concerned. Sometimes problems between employees can seem difficult to overcome.

Mediation is an effective way to resolve disputes. When  used properly and at an early stage, it can help improve: 

• working relationships between employees
• employee engagement and team dynamics
• employee retention

This training will introduce you to mediation and practical skills you can develop and use within your role. 

This will help you be seen as a better people manager and someone people can approach to help resolve issues at work.

Where an employee has a disability, an employer has a legal obligation to make reasonable adjustments under the Equality Act.

Sometimes, people who have long term physical or mental health conditions may not recognise themselves as having a disability.  However, they may benefit from adjustments at work. 

Taking a positive and practical approach to making workplace adjustments can help an organisation to:

• recruit employees from a diverse talent pool
• improve productivity
• retain employees
• create an inclusive and supportive working environment
• reduce the risk of discrimination claims

This training will help you develop confidence in holding conversations about and making reasonable adjustments for employees with health conditions.

Menopause will impact many employees, whatever organisation or sector your work in.

It is essential that people managers and HR policy makers know how to support people experiencing menopausal symptoms. This will help both the individual and the organisation.

Employers have a duty of care and might also have a legal responsibility to make reasonable adjustments for employees.

Employers who take a proactive and supportive approach will:

• better retain employees 
• increase morale and improve productivity
• attract and retain a more diverse workforce
• benefit from reduced absence

Learn what you can do to be a better, more supportive employer for people experiencing menopause.

Employee absence can impact both the manager and also colleagues who are asked to cover their work. 

Managing sickness absence and having clear policies can:

• reduce sickness absence levels
• explain the importance of attendance
• help employees understand what is expected of them
• help managers address underlying issues
• improve wellbeing and working relationships
• boost team performance and improve productivity

This training will help you manage absence at work in a fair, consistent and effective way.

People managers are at the heart of effective teams and productive workplaces. 

Those in a management role are often the go-to person for their colleagues and often need to demonstrate effective leadership.

Key skills for any developing manager include:

• being able to motivate teams to succeed
• establishing good working relationships within teams 
• ensuring employees feel trusted and supported
• dealing with challenging issues as they arise
• managing change effectively
• knowing when and how to delegate

This training will help you become a better people manager.

Conducting a fair hearing is often an essential next step following a fair investigation. 

The hearing is held to make a decision on the facts found during the investigation. And can relate to an employee’s attendance, behaviour or performance.

It’s important to conduct a hearing in a way that is:

• fair and impartial
• timely
• able to objectively explore underlying issues
• considerate of employee wellbeing

A well-run hearing can help employers maintain good relationships with their employees and can help both parties agree clear expectations moving forward. 

You will learn how to hold hearings in line with good practice and the law. The training is based on the Acas Code of Practice on discipline and grievance.

Employers sometimes need to change employees’ roles, working practices and written terms and conditions. This can cause:

• conflict and strained working relationships
• confusion and productivity impact
• risk of legal claims

This training will help you get a better understanding of how to change a contract. This will help you to: 

• follow the law and good practice when making changes
• reduce the risk of legal claims
• identify the risks and benefits of the options
• make informed decisions 
• maintain good working relationships
• protect morale through change

Around 1 in 7 of the UK population are neurodivergent. This means they have natural differences in how their brains behave and process information. Common types of neurodivergence are:

• autism
• ADHD
• dyslexia
• dyspraxia

This training focuses on practical steps organisations can take to support individuals and create a neuroinclusive environment.

Knowing how to create a neuroinclusive environment can:

• improve productivity through support and psychological safety for employees
• help people to perform to their full potential
• improve diversity by attracting employees with a wider range of skills and experience
• reduce absence and employee turnover
• reduce the risk of conflict and legal disputes

Acas wrote the Code of Practice on discipline and grievance. Employers are required to follow the code of practice when dealing with disciplinary and grievance matters. Where dismissal is an outcome, and a claim is made, a Tribunal will consider how closely an employer follows the code. 

Managing discipline and grievance procedures in the right way can help employers to:

• explore and resolve underlying issues
• build positive working relationships
• improve engagement and productivity
• avoid conflict and legal action

During this training you’ll develop your knowledge of the Acas code. You’ll also learn how to apply good practice based on a real-life case study that runs throughout.

Employers need to manage the performance of their employees. 

Underperforming employees or teams can cause significant disruption and have a real impact on organisations. 

Setting clear objectives and expectations can help: 

• better motivate people and teams
• set standards and benchmarks
• communicate business needs
• recognise the work of those performing well

This training will help you feel confident in managing performance, setting targets and communicating expectations. This will help: