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Understand the basic elements of a contract of employment as required by employment law.

How a union must conduct a ballot before it can call for official industrial action.

How the law works when the statutory immunities do not apply, making any subsequent industrial action unlawful.

The importance of effective negotiating styles and skills when dealing with disputes.

Re-engaging employees after a strike.

The rules for dismissal during industrial action or picketing, and pay for striking workers.

The statutory conditions for immunity when organising industrial action.

The need to meet certain conditions before a union or individual can lawfully call for industrial action.

How open communication can help create a conflict-free working environment and prevent disputes from arising.

How to avoid industrial disputes and collective grievances with sections of your workforce, and how to resolve them.

Some negative effects of business transfers and how good staff relations and open communication can have a positive impact.

What happens in situations where employees are being transferred as part of an insolvent business.

Which workplace representatives you must consult and what you should tell them.

Continuity of employment, dismissals, and the ETO defence for a business transfer.

When you can change employees' terms and conditions of employment following a business transfer.

What you have to do if all or some of your employees transfer to another employer.

The information you must provide to the new employer when you transfer employees out of your business.

You take over certain responsibilities when an employee is transferred into your business.

What is and what is not included as a transfer for the purposes of TUPE.

Employer guidance on TUPE legislation in Northern Ireland.

TUPE regulations and your employees' rights if they are transferred into or out of your business.

Guidance to help you start and grow business in the Antrim and Newtownabbey Borough Council area.

A list of practical measure your business can use to support employees affected by abuse, such as diverting phone calls and allowing flexible working.

A checklist of what to include in your workplace policy on domestic and sexual abuse and an example policy.