Here at Pursuit, we host free seminars for the employment industry in Essex, UK . Our recruitment agency is an actively looking for immediate starts, temporary and permanent roles. Start your next career now!


Another Successful Employment Law Seminar!

Last week we welcomed over 50 HR professionals at our latest Employment Law Seminar with Cas Carrington, KLC Employment Law Consultants.
The topic of our latest employment law seminar was on Understanding Discrimination. Cas Carrington covered areas such as:

Understanding discrimination

• How and when discrimination can occur
• Who’s protected and who’s liable?
• The protected characteristics
• Types of discrimination
• Justifying discrimination
• Remedies

The event was a huge success and as always, Cas’s informal style of presenting created an engaging session that left our clients wanting more. But don’t just take our word for it:

“I found the Discrimination seminar very informative, thought provoking and a brilliant opportunity to network with HR colleagues. Cas Carrington is a superb speaker who really gets delegates actively involved and learning from each other. Cas has a wealth of knowledge in HR case law and the right approaches for Employers to adopt. Thank you so much.”

Pursuit Resources Group hold regular Employment Law Update Seminars. If you would be interested in attending our next event, please get in touch with one of the team!

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Our Employment Law Update Seminar was a Success!

This week has been a busy one for us here at Pursuit! Not only did we welcome another new trainee consultant we also held our big Employment Law Update Seminar with Cas Carrington.

As always, The Lion Inn were great hosts and the layout of the room worked perfectly for the Seminar.

The Main Event

Cas Carrington delivered, as always, an insightful seminar to our clients with recent updates and case studies around Employment Law and Contract Law.

As the lead tutor for the Law on Tour events, our seminar’s are extremely popular with HR professionals in the area. Not only do we offer them to our clients free of charge, we also hold them regularly to keep our clients up to date on the changes to the law as part of their CPD. All our seminars and workshops can be certified for your CPD hours if required.

We had a professional photographer at the event so we look forward to sharing some of the pictures with you in the next few weeks!

Our Raffle

Thank you to all our guest for helping us raise money for our Charity of the year – The Friends of Edith Borthwick who raise vital funds for the Edith Borthwick School and it’s pupils in Braintree.

We raised nearly £100 for the charity through a raffle on the day which will help towards our target!

If you have not heard of the school before, it is a highly successful community all age special school for students aged 3-19 years old with severe and complex learning difficulties, including Autism. A key feature of the school is  the provision of a high quality education programme tailored specifically for individual needs. Over recent years funds raised by the charity have been used to subsidise school trips, purchase a new mini bus and support various curriculum activities. For more information, please visit their website:


Hello Spring

As we welcomed in Spring this week we also thought it would be nice to deliver daffodils to all our guests to help get them into the Spring mood! You can’t go wrong with a bunch of flowers!


We will be announcing the dates of our forth coming Employment Law Workshops and Seminars soon! 


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Our Sexual Harassment and Religion Workshop was a success!

This month’s Employment Law Workshop focused on the topics of Contract, Sexual Harassment and Religion. We would like to thank all those who attended and once again made the event a huge success! Special thanks to Cas Carrington, KLC Employment Law LLP, who delivered an interesting update on the laws covering:


  • Understanding custom and practice
  • Agreement to a contract change by performance

Sexual Harassment

  • The Law
  • Acas Advice
  • EHRC action and guidance
  • Report from Women and Equalities Committee

Dress Codes and Managing Religion at work

  • Dress codes
  • Managing religion and belief at work

Our next event will be an Employment Law Update Seminar in March 2019. If you would like to register your interest for the event – please click here

It was enjoyable and very informative.  Cas was great, as usual, and the venue was good, as were the timings

Once again a very useful and informative event, with a very relaxed and friendly vibe. The Contractual aspect was particularly interesting for me.
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Redundancy and Dismissal Employment Law Workshop

We had a fantastic morning at The Lion Inn. We hosted our October Employment Law workshop – Redundancy and Dismissal. This month’s event has been our most popular! Our workshop’s are open to our clients that we work regularly with. We also welcome those we would like the opportunity to work with in the future. It was great to see both new and old faces round the table today!

Lorraine (Pursuit Managing Director) welcomed the clients at 9am at The Lion Inn with Sarah and Courtney (two of our Recruitment consultants). With a full English breakfast to start off the morning, our speaker Cas Carrington from KLC Employment Law Consultants LLP, kicked off today’s workshop with an exciting introduction to the topic – Redundancy and Dismissal.

Full of informative, real-life case studies, Cas delivers a compelling session. It gave our clients a refresher on the law around Redundancy and Dismissal. Since introducing our workshops we have been overwhelmed with the positive feedback from our clients. As they are more intimate, our clients are encouraged to ask questions and discuss any issues that Cas covers.

Due to Cas’ background, the workshops and seminars count towards your CIPD training or CPD hours. Cas is the lead tutor for the CIPD Law on Tour workshops and also tutors on CIPD law courses, including the Advance Level Award in Employment Law and the Postgraduate Certificate in Employment Law. Cas also delivers training for the CIPD In-Company Solutions.

Future events

Our next event will be held on Tuesday 27th November 2018. The topic of discussion is Sexual Harassment and Religion. Full details of the event are on our website. 

Due to the popularity of this months we recommend sending us your interest for a place as soon as possible. Whilst we cannot guarantee a space, we try to accommodate as many clients as possible – and as fairly as possible to ensure our clients can attend at least one of our events this year. If we are unable to guarantee a space on our next workshop, we do have our main Seminar on 21st March 2019 so be sure to put the date in your diary!

Do you want to read more about our past events and Employment Law Blogs?
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Employment Law Update!

Pursuit Resources Group have been providing access to employment law support and advice to our clients for many years. Partnering with KLC Employment Law Consultants LLP has enabled us to add value to our recruitment service.  We also host regular Employment Law workshops and seminars for our clients that are held throughout the year.

KLC produce a monthly bulletin to bring you the latest news and cases. Every month we will feature this news on our blog to ensure we keep you up-to-date with what’s hot in employment law.


 Parental Bereavement Leave and Pay


 The Parental Bereavement (Leave and Pay) Bill 2018  received Royal Assent on 13 September 2018. It introduces a statutory right to time off for employed parents who lose a child under the age of 18. It also covers those who suffer a stillbirth from 24 weeks of pregnancy.

Under the Act the right to 2 weeks’ leave will be a day one right. However, employees will require 26 weeks’ service with their employer to be eligible to receive bereavement pay. Statutory bereavement pay will be at the same rate as other family-related statutory payments (currently £145.18 per week).

The Act fulfils the Government’s manifesto promise to introduce such an entitlement. Its provisions are expected to come into force in 2020.


Women’s rights and guidance on sexual harassment


In late July the Equality and Human Rights Commission (EHRC) published a comprehensive report about women’s rights, Pressing for progress: women’s rights and gender equality in 2018.


The report covers all areas of life and addresses employment at chapter 8, Just and Fair Conditions of Work. The recommendations concerning women and work include the following.


The UK and Welsh Governments should:


  • monitor, and improve through concrete steps, women’s access to secure employment with just and fair conditions, including for groups with comparatively low employment rates such as ethnic minority women and disabled women.
  • address the problems with the availability and affordability of properly regulated childcare, including by ensuring adequately funded, flexible and high-quality childcare for all children, and monitor the impact different models of provision have on women’s labour market participation, and
  • encourage men and women to share caring responsibilities on an equal basis.
  • ensure that women have access to employment advice services, particularly in relation to sexual harassment and the rights of pregnant women and new mothers.
  • take steps to tackle women’s persistent occupational segregation in typically low-paid roles and sectors.
  • ensure high-quality apprenticeships to reduce women’s employment gaps and occupational segregation, and
  • consider ways to improve the participation and progression rates of under-represented groups in apprenticeships and set aspirational targets.
  • develop national action plans to close gender, disability and ethnicity pay gaps, and report regularly on progress.


The UK Government should:


  • introduce dedicated non-transferable ‘use it or lose it’ parental leave for fathers with a pay rate that acts as a real incentive to take-up, and
  • legislate to extend the right to request flexible working to apply from day one in all jobs, unless there is a genuine business reason that means that this is not possible.
  • introduce a mandatory duty on employers to take reasonable steps to protect workers from harassment and victimisation in the workplace.
  • introduce a statutory code of practice on sexual harassment and harassment at work, specifying the steps that employers should take to prevent and respond to sexual harassment, and which can be considered in evidence when determining whether the mandatory duty has been breached, and
  • amend the Equality Act 2010 to prohibit employers asking job applicants questions related to pregnancy and maternity, with a breach enforceable by the EHRC.
  • enforce the National Living Wage and monitor and report on the impact of NWL on women’s pay and standard of living, and consider increasing the level at which NWL is paid, and
  • make it mandatory for employers to publish a narrative with their gender pay gap data to help employees and the public understand the factors underlying the gender pay gap and focus on how to make substantive improvements to the workplace for women.


Following the EHRC survey on sexual harassment and subsequent guidance, Sexual harassment and the law: guidance for employers, the Women and Equalities Committee produced its report on Sexual Harassment in the Workplace.


The report echoes many of the EHRC’s recommendation on what should be done to tackle sexual harassment at work, including:

  • placing a mandatory duty on employers to protect workers from harassment and victimisation in the workplace
  • better controlling the use of non-disclosure agreements in cases of sexual harassment and making it an offence to propose a confidentiality clause designed or intended to prevent or limit the making of a protected disclosure or disclosure of a criminal offence.

To read the conclusions and recommendations click here.


Pursuit Resources Group host regular Employment Law workshops and seminars that will support you in working towards your CIPD. It is also a fantastic opportunity to increase your CPD points towards your development as a HR professional.

See below for our upcoming Employment Law events – click on the image to register your interest. 

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Our September Employment Law Workshop is a Success!

A few weeks ago we had the pleasure of inviting a handful of HR professionals to our first Employment Law workshop with Cas Carrington of KLC Employment Law Consultants LLP.

We have held regular seminars for our clients for a number of years. Listening to our client’s feedback, we decided to introduce intimate workshops in-between our big events. Having a smaller amount of attendee’s, we are able to focus down on specific HR issues surrounding employment law and welcome more questions and discussions around the topic as it was presented.

The event was held at The Lion Inn, Boreham and despite a powercut mid way through, it was a huge success! Don’t just take our word for it – take a look at what our clients said following the event!


Thank you for letting me attend, I always find these seminars are well thought out and have a friendly environment and I learn so much from both the audience and the presenter I thought it was fab Lorraine! Lovely atmosphere, as well as the usual great presentation. Thanks for letting me attend. Cas was excellent - it was great to be able to ask questions and discuss relevant issue’s to my business with a room full of HR experts!

Our next workshop will focus on the topic of Redundancy and Dismissal and has already proven popular. We have very limited availability left! If this topic, or our November workshop on Sexual Harassment and Religion, is of interest – Register your interest with us online!

Introducing Cas Carrington, KLC Employment Law Consultants

Cas Carrington has worked with Pursuit to bring informative updates to the world of employment law for over 10 years.

Cas is an extremely experienced employment law advisor and tutor who is widely known for her lively informal style of delivering complex employment law issues and concepts.

She is the author and lead tutor for the CIPD ‘Law on Tour’ workshops and also tutors on CIPD law courses, including the Advance Level Award in Employment Law and the Postgraduate Certificate in Employment Law. Cas also delivers training for the CIPD In-Company Solutions.

For more information on KLC and their services you can visit their website here.

Want to read more about our past events?

Developing a Coherent Strategy to Close the Gender Gap

In July, we held a special dinner event to debate strategies for the Gender Pay Gap. Read more


Understanding the Gender Pay Gap

What is the Gender Pay Gap?

The Gender Pay Gap is the widespread phenomenon of women earning less per hour than their male counterparts. In the UK, 8 out of 10 firms pay men more with an average pay gap of 9.8%.

In 2017 the Gender Pay Gap came to the forefront of news reporting, and since then companies across the UK and worldwide have strived to close the gap.

Where Does the Data Come From?

Previously, data about the difference between male and female earnings was difficult to obtain. Since 2017, the UK government has made it mandatory for any organisation which employs more than 250 people to disclose earnings across their organisation, including any existing Gender Pay Gap.

The information you will need to provide includes:

  • Mean gender pay gap in hourly pay
  • Median gender pay gap in hourly pay
  • Mean bonus gender pay gap
  • Median bonus gender pay gap
  • Proportion of males and females receiving a bonus payment
  • Proportion of males and females in each pay quartile

What Can I Do to Reduce my Company’s Gender Pay Gap?

Although there are reports that it will take 217 years to close the Gender Pay Gap, there are steps that your company can take:

  1. Do Your Research
    1. Conduct a review of your payroll to work out if there is a Gender Pay Gap within your organisation, and where it lies
    2. Identify key roles where there is a difference in pay, or an imbalance in employees from either gender
  2. Seek Assistance
    1. With a difficult topic such as this, the next step should be to seek expert advice on effectively making changes – otherwise you could waste time and money on a solution does not resolve the problem
    2. If you would rather not pay for a 1-1 session with an expert, attend a relevant seminar (such as our Gender Pay Gap seminar on Tuesday 10th July)
  3. Follow the Advice
    1. As well as advice given by experts, the UK government has produced a toolkit with advice and actions for closing the Gender Pay Gap
  4. Monitor the Data
    1. The Gender Pay Gap isn’t likely to be resolved overnight, and so will need regular checks to ensure that your organisation is doing everything possible to close the gap
    2. Remember to update the information you provide to the UK government – this is important to help our nation monitor the Gender Pay Gap

Developing a Coherent Strategy to Close the Gender Gap

On Tuesday 10th July, we are holding a themed dinner event to discuss strategies to address the Gender Pay Gap.

Understanding the nature of your gender gap is not enough to address what needs to happen to close it. You have to ask ‘why’ you would want to close it and then ‘how’ and ‘what’ you can do to develop a coherent strategy to address the balance. Developing and implementing a plan that is effective and can be cascaded throughout your business means learning from other best practice and then evolving it to fit your culture.

Karen Frost is a specialist in Leadership Development and has supported a number of multinational organisations to develop their female leaders. In this workshop she will provide you with compelling reasons why you should develop your women leaders and then share with you ideas and strategies for addressing the gender gap without resorting to positive discrimination.

To read more about this invite only event, and to request your place, please click here.


Helping Clients with Employment Law

On Friday 18th May 2018, we held another of our popular Employment Law seminars, hosted by Cas Carrington from KLC Employment Law.

Read more