Our online Back-to-Basics training gives your line managers the tools they need to lead with confidence - without stretching your budget or your schedule.
Why it works
We focus on the essential people-management skills every line manager needs, so they can handle day-to-day challenges confidently.
This also benefits your HR teams by reducing dependency and freeing up their time to focus on more strategic priorities.
What your managers will gain
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Practical confidence to handle everyday people challenges
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Clear understanding of policies, procedures and best practice
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Tools to lead with clarity, consistency and impact
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Fewer legal risks and stronger compliance across the board.
Most modules includes a workbook, enabling managers to apply their learning immediately and with confidence.
Flexible delivery, fixed pricing
Available as individual modules or a full suite, this training adapts to your organisation’s needs and pace. Modules are available for a fixed fee of £575 + VAT (aside from sexual harassment, which is £1,200 + VAT for two modules). Whether you’re launching a new training programme to upskill your line managers or need to address specific issues, our modules are an effective and cost-effective way to build capability.
Please get in touch with Jenny Arrowsmith or Gordon Rodham, or contact us online, for more details.
Absence management
- The different reasons behind staff absence
- Understanding disabilities and disability-related absence
- Managing short-term and frequent absences
- Managing long-term absence
- Handling return-to-work meetings
- Understanding your absence management policy
- What an employee is able to do while absent
- Understanding when absence can be a fair reason for dismissal.
This module contains a workbook, helping your line managers to reinforce their learning.
Learning outcomes
Your line managers will understand the importance of managing sickness absence and what it means in practice. They'll also know what to do if the absence relates to someone who may have a disability under the Equality Act 2010.
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Flexible Working
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Statutory rights relating to flexible working
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Examples of flexible working, including part-time working, term-time working and compressed hours
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Understanding what rights an employee has to make a flexible working request
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Agreeing and making modifications to a flexible working request
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The grounds for denying a flexible working request
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Adaptions that can make flexible working a success
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The relevance of trial periods
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Risks of discrimination and potential claims if you get this wrong.
This module contains a workbook, helping your line managers to reinforce their learning.
Learning outcomes
Your line managers will know how to recognise and deal with the flexible working requests in line with the statutory requirements. They'll also understand the issues that need to be considered as part of this process.
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Handling disciplinary
- The basic principles and legislator framework relating to disciplinaries
- What your organisation’s disciplinary policy says
- The stages involved in the disciplinary process
- Conducting an interview and recording what witnesses say
- Implementing a suspension
- Arranging and conducting a disciplinary hearing
- Making a decision
- Appeals
- Avoidance tactics – the common issues for non-attendance or delays and how to deal with them.
This module contains a workbook, helping your line managers to reinforce their learning.
Learning outcomes
Your line managers will understand how to conduct investigations and how to hold a disciplinary hearing. They'll learn what makes a fair dismissal, the factors you should consider in your decision making and how to manage employee “avoidance tactics.”
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Handling grievances
- The basic principles for responding to a grievance fairly and lawfully
- Recognising a grievance
- Whether to adopt a formal or informal approach
- The formal grievance process
- The three golden rules behind your decision making
- Appeals
- What protection employees have if they’ve made a grievance
- Understanding when a grievance may be whistleblowing and what this means in practice.
This module contains a workbook, helping your line managers to reinforce their learning.
Learning outcomes
Your line managers will understand what a grievance is, how to investigate it effectively in line with the ACAS Code of Practice and the common tricky issues that can arise.
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Handling Investigations
- What prompts an investigation
- Who is responsible for conducting an investigation
- What the investigation process entails
- Conducting an investigation
- Reaching a decision
- Documenting and report writing.
This module contains a workbook, helping your line managers to reinforce their learning.
Learning outcomes
Your line managers will have a clear understanding of what makes a good investigation and the costs of getting it wrong. They'll be able to prepare scope and produce a report, and know how to avoid pitfalls along the way.
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Performance management
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The associated legal risks with not managing performance issues
- Informal performance management, including handling difficult conversations
- What a formal performance management process looks like
- Understanding when under performance (capability) can be a fair reason for dismissal.
This module contains a workbook, helping your line managers to reinforce their learning.
Learning outcomes
Your line managers will understand the importance of nipping performance issues in the bud at an early stage and be supported in how to hold conversations on performance. They'll also understand the formal processes that need to be followed to manage these issues fairly and effectively, including up to dismissal.
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Understanding family friendly statutory rights
- Pregnancy
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Maternity leave
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Adoption leave
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Paternity leave
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Shared parental leave
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Neonatal care leave
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Time off for dependants
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Carer’s leave
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Parental bereavement leave.
This module contains a workbook, helping your line managers to reinforce their learning.
Learning outcomes
Your line managers will understand what statutory rights exist for employees with caring or family related responsibilities.
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Sexual harassment
Employees
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What is sexual harassment, with examples. This includes examples of unwanted conduct of a sexual nature and also conduct because someone has, for example, rejected a person’s sexual advances, as well as third-party harassment.
- The standards of behaviour your staff are expected to follow
- What your staff should do if they experience it or witness sexual harassment
- Raising a complaint or seeking support to stop it (which includes directing them to the organisation’s policies).
Managers
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The risks to the organisation if it doesn’t do enough to prevent sexual harassment
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The preventative measures that organisations should take to reduce the risk of sexual harassment happening in our workplace and the roles they play in support
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How managers should respond if they become aware of conduct which could amount to sexual harassment
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How do to deal with third-party harassment.
Learning outcomes
Those employed in your organisation will understand their role and the role of the organisation in preventing sexual harassment in the workplace.
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