Website Cookie Policy

We use cookies to give you the best possible online experience. If you continue, we’ll assume you are happy for your web browser to receive all cookies from our website.
See our cookie policy for more information.

Practice Areas

More Information

thepartners@wrigleys.co.uk

Leeds: 0113 244 6100

Sheffield: 0114 267 5588

FOLLOW WRIGLEYS:

Send us an enquiry
Close

Event Information

Wrigleys employment law update webinar series: Flexible working: Part II - re-organisation and flexible workingThis webinar has been recorded, please register to view.

Tuesday 7th July, 2020 |
To view a recording of this webinar, please register your details below.

About The Webinar

Please note this webinar has already taken place.

Many employees have become accustomed to working from home; others will be keen to return to the workplace. What will the world of work look like now many more employees have experienced flexibility in the workplace and new ways of doing their job? In this second part to our series of webinars on flexibility and equality in the workplace we consider the legal implications of greater flexibility at work and both the benefits and challenges of questioning our pre-COVID existence and reorganising the way we operate.

 

 

 

Programme

Flexible working - Part II : Re-organisation and flexible working

Sue King, Partner & Alacoque Marvin, Solicitor at Wrigleys Solicitors

Q&A

Sue King, Partner & Alacoque Marvin, Solicitor at Wrigleys Solicitors

Close

for further information contact: The events team on 0113 204 1122 or at events@wrigleys.co.uk
09 Oct 2025
Hayley Marsden Headshot

Conflicts of interest: what are they and how can a charity manage them?

Conflicts of interest are a key priority for the Charity Commission.

07 Oct 2025
Hayley Marsden Headshot

The Economic Crime and Corporate Transparency Act 2023 – where are we now?

What further changes can be expected following ECCTA 2023 implementation?

29 Sep 2025
Michael Crowther Headshot

Sexual harassment – the new preventative duty one year on

UK employers must take reasonable steps to prevent sexual harassment, including third-party harassment, clear policies, training, and risk assess.