Labour Law and HR Compliance Training Course

Duration 5 days 10 modules · 33 contact hours
Level Intermediate Certificate on completion
Who attends HR Managers, HR Business Partners and others
Fee from USD 1,100 KSh 95,000 for Kenyan organisations
Where 52 cities + online See dates by city
Next start 16 Nov 2026 Course code SD-LR-038

Before you join: Participants should have basic HR knowledge and some exposure to employment policies, contracts, recruitment, employee relations or people-management decisions.

Dates & prices

Two start dates a month in every city, and live online on weekdays or weekends. Fees are per participant; classroom fees include tuition, materials, lunch and refreshments, and the certificate.

Suggest a date or city

Showing the next six months. Later dates, other cities and private deliveries for your team are available on request.

Course overview

Labour-law failures often arise from routine HR decisions: classifying a contractor, changing working hours, rejecting a flexible-work request, handling a harassment complaint or selecting employees for redundancy. These decisions can create claims, penalties, payroll corrections, employee-relations disputes and damaged trust when managers lack clear procedures and documented evidence. HR teams need a practical way to translate legal duties into consistent controls, records and decision processes.

This course examines the employment relationship from recruitment through termination. Participants interpret sources of labour law, assess worker status, apply fair recruitment controls, review employment terms, manage pay and working-time obligations, investigate workplace concerns, conduct discipline and grievance processes, and support consultation and collective relations. The course also addresses restructures, dismissals, settlements and HR compliance governance. Participants learn to distinguish legal minimums, contractual commitments, internal policy requirements and matters requiring specialist legal advice.

Teaching combines short instructor briefings with realistic cases, document reviews, group exercises, investigation simulations and structured application planning. Cases reflect issues commonly faced by banks, public bodies, multinationals, NGOs and large employers, including payroll discrepancies, discrimination complaints, union consultation and cross-border employment arrangements. Participants leave with a completed HR compliance action pack containing audit tools, decision records and priority controls that can be adapted to their jurisdiction. The course is delivered over five instructor-led days in a classroom or live online and includes a certificate of completion.

What you will be able to do

  • Interpret sources of labour law and translate obligations into HR controls
  • Classify employment relationships using worker-status assessment tests and documented evidence
  • Design legally informed recruitment, selection and employment-contract processes
  • Audit pay, working-time, leave and employment-record controls against applicable requirements
  • Conduct fair workplace investigations using structured allegations, evidence and interview plans
  • Apply progressive discipline, grievance and performance-management procedures consistently
  • Plan consultation, restructuring and termination processes using procedural-fairness controls
  • Build an HR compliance risk register, RACI matrix and corrective-action plan

Benefits of attending

For you

  • Greater confidence identifying legal risk before approving people decisions
  • Stronger documentation for recruitment, discipline, grievances and terminations
  • Practical investigation skills for handling workplace complaints fairly
  • Clearer judgement on when specialist employment-law advice is required
  • A reusable 90-day plan for improving HR compliance controls

For your organisation

  • Fewer avoidable employment-law breaches caused by inconsistent HR processes
  • Better evidence trails for audits, claims, inspections and internal reviews
  • More consistent manager decisions on conduct, performance and attendance
  • Earlier identification of payroll, working-time and classification risks
  • Stronger consultation and employee-relations planning during organisational change

Course modules

10 modules over 5 days

Participants can identify applicable employment obligations and organise them into an HR compliance structure.

  • Sources-of-law hierarchy: constitutions, statutes, regulations, collective agreements and contracts
  • Distinguishing mandatory rights, contractual enhancements, policy commitments and customary practices
  • ILO fundamental principles and rights at work: compliance implications
  • Jurisdiction, governing law and forum selection in cross-border employment
  • Legal update registers linking obligations, owners, evidence and review dates
  • Using external counsel appropriately: facts, questions, privilege and decision records

Participants can assess employment status using recognised tests and identify misclassification risks.

  • Control, integration and economic-reality tests for worker-status assessment
  • Employee, worker, contractor and agency-worker categories; rights implications
  • Drafting status-assessment records from actual working arrangements and contractual terms
  • Misclassification indicators: supervision, exclusivity, substitution, financial risk and integration
  • Agency labour compliance: end-user duties, equal treatment and documentation
  • Changing engagement models without creating unintended employment obligations

Participants can design recruitment controls that reduce discrimination and pre-employment compliance risks.

  • Equal-opportunity controls from job specification through selection and offer
  • Protected characteristics, direct discrimination, indirect discrimination and reasonable accommodation
  • Structured interview scoring matrices and job-related selection evidence
  • Pre-employment checks: right-to-work, references, background screening and consent
  • Lawful vacancy advertising and selection communications that avoid discriminatory wording
  • Offer letters, conditions precedent, withdrawal decisions and supporting documentation

Participants can review employment terms and manage contractual and policy changes lawfully.

  • Written particulars: pay, hours, leave, notice, duties and place
  • Contract clauses for probation, confidentiality, intellectual property and restrictive covenants
  • Policy-versus-contract analysis before changing benefits, schedules or workplace rules
  • Variation process: consultation, consent, consideration and written confirmation
  • Working-time controls: hours, rest periods, overtime and timekeeping evidence
  • Pay compliance checks covering minimum wage, deductions, equal pay and records

Participants can identify common compliance failures in pay, hours, leave and accommodation administration.

  • Payroll-to-HR reconciliations identifying pay, overtime, deduction and leave errors
  • Overtime authorization workflows and exemptions under applicable working-time rules
  • Leave administration for annual, sick, family and statutory absences
  • Accommodation requests assessed through documented interactive-process conversations with managers
  • Absence triggers, medical information boundaries and return-to-work documentation
  • Record retention schedules for time, pay, leave and accommodation evidence

Participants can plan and document fair investigations into workplace concerns and misconduct allegations.

  • Code-of-conduct controls defining acceptable behaviour, reporting routes and sanctions
  • Harassment, discrimination and retaliation risk indicators in workplace complaints
  • Trauma-informed intake: immediate safety, confidentiality limits and anti-retaliation measures
  • Investigation plans specifying allegations, witnesses, evidence sources and timelines
  • Fact-finding interviews using open questions, chronology testing and contemporaneous notes
  • Findings reports separating evidence, credibility assessments, conclusions and corrective actions

Participants can apply consistent procedures for performance concerns, misconduct and employee grievances.

  • Progressive discipline frameworks distinguishing coaching, warnings, final warnings and dismissal
  • Performance improvement plans with measurable standards, support and review dates
  • Grievance procedures: receipt, acknowledgement, investigation, hearing, outcome and appeal
  • Consistency checks using comparator cases, decision logs and approval thresholds
  • Manager documentation standards for conduct, performance and attendance conversations
  • Protected complaints and whistleblowing safeguards during performance management

Participants can prepare HR processes for consultation, employee representation and collective labour relations.

  • Employee voice mechanisms: consultation forums, representative elections and information rights
  • Union recognition, bargaining units and good-faith bargaining obligations
  • Collective agreement interpretation alongside statutory minimum employment protections
  • Consultation planning for restructures, redundancies, transfers and workplace changes
  • Industrial action protocols: continuity planning, communications and lawful response boundaries
  • Labour-management meeting agendas, minutes, action owners and escalation routes

Participants can structure termination and restructuring decisions using fair process and evidence controls.

  • Termination decision trees covering resignation, dismissal, redundancy and mutual separation
  • Procedural fairness: allegations, notice, hearing rights, representation and appeal
  • Redundancy selection matrices using objective criteria, scoring and audit trails
  • Settlement agreement controls: authority, releases, confidentiality and independent advice
  • Final-pay calculations, benefits cessation, property recovery and access removal
  • Transfer-of-undertaking checks for employee information, consultation and terms protection

Participants can prioritise HR compliance risks and assign practical corrective actions.

  • HR compliance audit scopes mapped to legal obligations and internal policies
  • Risk registers scoring likelihood, impact, control effectiveness, owner and due date
  • RACI matrices assigning legal, HR, payroll, manager and counsel responsibilities
  • Evidence files linking policies, training, approvals, records and audit findings
  • Corrective-action plans with priorities, milestones, resources and assurance checks
  • Personal 90-day application plan for priority labour-law controls

Exercises and examples are adapted to each cohort's sectors and roles.

What you take back to work

  1. Labour-law compliance audit checklist
  2. Worker-status assessment template
  3. Workplace investigation plan and findings-report template
  4. Disciplinary and grievance procedure checklist
  5. HR compliance risk register and RACI matrix
  6. 90-day HR compliance action plan

Who should attend

  • HR Managers — responsible for employment-policy implementation and employee-relations decisions
  • HR Business Partners — advising managers on sensitive employment actions
  • Employee Relations Specialists — handling grievances, discipline and workplace disputes
  • HR Compliance Officers — testing employment controls, records and policy adherence
  • Payroll and Rewards Managers — managing pay, deductions, overtime and leave obligations
  • Line Managers — making documented people decisions within defined procedures

Skills and tools covered

Labour-law complianceEmployment-status assessmentWorkplace investigationsDisciplinary proceduresCollective consultationHR compliance auditing

Tools and standards

ILO Fundamental Principles and Rights at Work, RACI matrix, HR compliance risk register, HR compliance audit checklist

How the course runs

Training methodology

The course uses short briefings to establish legal concepts, followed by document-based case work, facilitated group exercises and decision simulations. Participants assess contracts, recruitment records, complaint files, investigation notes, disciplinary documentation and restructuring scenarios. The instructor compares alternative responses against legal duties, procedural fairness and evidence requirements. Application planning converts learning into priority controls, accountable owners and review dates. Examples can be adapted to the participant group’s jurisdiction, sector and internal policy environment.

Requirements and prerequisites

Participants should have basic HR knowledge and some exposure to employment policies, contracts, recruitment, employee relations or people-management decisions. The course suits professionals with roughly one to three years of HR, payroll, compliance or supervisory experience who need greater confidence applying labour-law requirements. Participants should be able to read workplace documents and discuss case facts. A law degree, prior legal training and detailed knowledge of a particular jurisdiction’s statutes are not required. The course does not replace advice from qualified local counsel on specific disputes or transactions.

A typical training day

08:30 – 10:30First session
10:30 – 10:45Refreshment break
10:45 – 12:30Second session
12:30 – 13:30Lunch and networking
13:30 – 15:00Third session
15:00 – 15:15Refreshment break
15:15 – 16:30Workshop and daily review

Live online deliveries follow the same structure in East Africa Time, with shorter screen blocks and longer breaks.

What the fee includes

  • Instruction by a practitioner facilitator
  • Full course workbook and materials
  • Exercise files, templates and case studies
  • Refreshments and lunch on classroom deliveries
  • Certificate of completion
  • Post-course application plan

Frequently asked questions

Participants should understand basic HR processes or have experience supporting managers, payroll, compliance or employee relations. No legal qualification is required, and the instructor explains legal concepts before applying them to cases.

Bring a laptop or tablet if possible, plus redacted examples of policies, contracts or recurring HR issues you want to review. Do not bring identifiable employee records, confidential complaint files or legally privileged documents.

The course is designed for HR managers, HR business partners, employee-relations specialists, compliance staff, payroll managers and line managers with people responsibilities. It is particularly useful for professionals who make or support employment decisions without being employment lawyers.

General HR courses address broad people-management responsibilities such as talent, engagement and performance. This course concentrates on legal duties, procedural fairness, records, investigations, consultation and controls that reduce employment-law risk.

Participants can use the audit checklist, worker-status template, investigation plan, risk register and action plan to review current HR controls. The materials help participants identify issues requiring policy changes, manager guidance or local legal advice.

Five 08:30-16:30 training days provide about 32.5 contact hours, excluding breaks. Time is divided between ten modules, instructor briefings, case analysis, document reviews, group work, simulations and implementation planning.

Questions about this course?

Ask about dates, fees, group bookings or running it for your team. Our training team replies by email.

Ask on WhatsApp info@skillsetdevelopment.com

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