Paul McGowan is Principal Solicitor at specialist employment law firm, Collingwood Legal. Here he looks at the importance of manager training.
Employment Law is ever-evolving and this presents challenges for employers and the managers that work for them.
In 2024, the spotlight is firmly on recent developments like the positive duty on employers to prevent sexual harassment in the workplace. As we step into 2025, especially with changes on the horizon like the Employment Rights Bill, it has never been more important to equip managers with the skills and knowledge they need to navigate increasingly complex workplace dynamics.
The role of Managers
Managers are at the forefront of addressing grievances, managing performance, and fostering workplace culture. Failing to provide effective training for managers risks leaving them without the tools to fulfill their role. Without proper training, they risk making decisions that could expose employers (or sometimes themselves) to legal challenges. For instance, mishandling a harassment complaint by dismissing it or failing to follow a thorough process could lead to claims of discrimination and victimisation or, in certain circumstances, employees could resign and claim constructive dismissal.
Why training matters Training ensures managers can:
1. Understand Their Legal Obligations: Managers need to be aware of employment laws, including the Equality Act 2010 and new sexual harassment legislation, and understand their responsibilities.
2. Apply Policies Consistently: Consistency in managing matters such as flexible working requests or disciplinary actions reduces the risk of Tribunal claims.
3. Enhance Communication Skills: Difficult conversations, such as performance issues or grievances, requires confidence and sensitivity, which training can provide.
4. Promote a Positive Culture: Effective training for managers equips them to deal with workplace issues with confidence and foster confidence in their team, aiding productivity and increasing the likelihood of a positive employee experience.
Employers should be actively considering the training needs of the managers in their business and where knowledge gaps may exist. New topics such as the duty to prevent sexual harassment will be new topics for some managers but employers should also consider where managers may need “refresher” training. On top of this, employers should engage in an open dialogue with their managers to understand where training can be most effective.
How we can help – Collingwood Legal Essential Manager Training
Collingwood Legal are hosting 6 easy to access online modules between April and July 2025 covering the essential issues to help managers to navigate this landscape with confidence.
Each module is 90 minutes long and the six topics covered are:
1. Introduction to employment law for managers – 10 April 2025
2. Having difficult conversations – 1 May 2025
3. Managing discipline and grievances – 15 May 2025
4. Absence management, disability and adjustments – 5 June 2025
5. Discrimination, harassment and bullying – 19 June 2025
6. Ending the employment relationship – 3 July 2025
Please call 0191 282 2880 or email sue.graham@collingwoodlegal.com or view the Events section of our website collingwoodlegal.com for further info.
Early-bird discounts available for bookings made before 31 March 2025.
In today’s employment law landscape, ensuring managers are well-trained is not just about compliance but creating a workplace where employees feel valued and respected. Proactive training reduces legal risks and helps protect your organisation’s reputation.
Collingwood Legal is a specialist employment law firm and we provide bespoke training and advice to organisations on all areas of employment law.