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Key benefits that employing and retaining older workers can bring to businesses.

How employers can meet the legal rights of older workers including retirement age, age discrimination, and caring for dependants including grandchildren and parents.

How employers can embrace the benefits of employing older workers and meet their legal obligations and challenges of an ageing workforce.

Which products are covered by novel food regulation, which are exempt, and how novel food rules apply in Northern Ireland and Great Britain.

Guidance on food hygiene rules for slaughterhouses, those carrying out home slaughters and shooting wild game.

Overview of the Hazard Analysis and Critical Control Point or HACCP principles and how they apply to meat hygiene.

Overview of the cleanliness and hygiene regulations for cattle and sheep sent to slaughter.

Information and guidance on food hygiene and labelling regulations for butchers.

How to label food containing genetically modified ingredients, and the foods you don't have to label.

Various labelling legislation you must consider when developing and labelling your food products.

Voluntary front-of-pack signposting and criteria for deciding on the appropriate colour 'traffic light' for foods.

Legislation and regulations to prevent mislabelling or misdescription of foods, and examples of misdescription.

What to include when displaying mandatory nutrition declaration on food labels, and the rules you must follow when making nutritional or health claims for food.

Important allergens to consider when labelling food, and what to do if cross-contamination is unavoidable.

Overview of the food labelling rules that apply to prepacked, prepacked for direct sale and non-prepacked food.

Set up policies to deal with grievances fairly and sensitively and protect both the complainant and the alleged bully.

Consult staff and trade unions when creating procedures to deal with harassment and bullying.

A properly implemented bullying and harassment policy is essential to your business.

A business may be guilty of discrimination, breach of contract, or a criminal offence if an employee is bullied or harassed.

Look out for absenteeism or a change in behaviour if you suspect an employee is being bullied or harassed.

A look at the reasons why people bully and harass others in the workplace.

Offensive or insulting behaviour such as verbal abuse or public humiliation can make employees unhappy or fearful.

Avoid industrial tribunal or civil claims by preventing offensive or unfair behaviour in the workplace.