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ACAS, tribunals, and professional-body fitness—academic LLM, not a solicitor qualifying law degree.
Online or on campus
UK employment law is a tribunal timetable, an ACAS process, and a set of professional-body rules that can end a career faster than a civil claim. This LLM starts there. You will reconstruct a dismissal file, map a grievance against a regulated professional’s duties, and write an advice note that states what you are not: a solicitor of record. University of Brigant sits in Edinburgh and teaches the dual pathway as parity, not as a discount brand. Scottish employment practice and UK-wide statutes both appear because many students work across the border in fact if not in job title. Faculty mark whether you can separate employment contract, equality law, and fitness-to-practise without collapsing them into ‘HR best practice’. Dual-pathway students sit the same identity-checked assessments whether they join an Edinburgh seminar or study tuition-free online after a shift. This is not SQE, not a BPTC analogue, not a call to any bar. It will not list you with the SRA, Law Society of Scotland, or a healthcare regulator. Capstones must use a redacted workplace or publicly reported tribunal/regulatory decision, not a comparative international essay that never cites a UK instrument. LLM UK Employment and Professional Regulation is taught as one award, not a list of unrelated modules. The published length is 18 months, and the credit total is 30. Students move from Contracts, Status, and the Gig Edge through Contracts, Status, and the Gig Edge; Unfair Dismissal, Redundancy, and Fair Procedure; Equality, Harassment, and Reasonable Adjustments; Fitness to Practise Literacy for Employers; Whistleblowing, Public Interest, and NHS/HE Cases; Immigration and Right-to-Work as Employment Operations, and finish on Research Methods for Employment Regulation. Each course has a question, a method, and a submission. In this field, students apply the method of the subject to a defined problem and defend the result. Reading is a core text, a case or dataset, and a critique. The artefact a marker expects is a submission that shows the method, the evidence, and the limit of the claim. The award is built so that a graduate can do the following in practice: Map an employment dispute against statute, contract, and policy Explain fitness-to-practise interfaces without claiming regulator staff status Draft an advice note that states non-practising boundaries Teaching assumes the student can read a source, attempt a problem before the seminar, and revise after feedback. Attendance at live seminars is part of the design. The capstone or final course must use the methods of the earlier courses; a project that ignores them does not pass. The pages for each course name the topics that are examined. Those topics are the syllabus. A brochure line is not a substitute for them.
Thirty credits across four modules: employment rights in UK practice, professional regulation and fitness, procedure and evidence for non-advocates, and a supervised capstone. Dual-pathway identity-checked assessment. Marketing must not use SRA, Law Society, or bar logos.
Study online
Online tuition is free. Online examinations are free. There is no exam fee for online study.
On-campus study
Prefer to learn at our Edinburgh campus? Campus tuition and campus examinations are charged. The published campus price is on each programme page.
| Code | Course | Credits · hours |
|---|---|---|
| UOB561 | Contracts, Status, and the Gig Edge Contracts, Status, and the Gig Edge (UOB561) is a 3-credit course on LLM UK Employment and Professional Regulation, with 30 notional learning hours. By the end, students can apply the method of the subject to a defined problem and defend the result, using Contracts, Status, and the Gig Edge as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses a core text, a case or dataset, and a critique. Seminar time is for the decision, not for reading the materials aloud. Assessment is a submission that shows the method, the evidence, and the limit of the claim. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone.
| 3 · 30 h |
| UOB562 | Unfair Dismissal, Redundancy, and Fair Procedure Unfair Dismissal, Redundancy, and Fair Procedure (UOB562) is a 3-credit course on LLM UK Employment and Professional Regulation, with 30 notional learning hours. By the end, students can apply the method of the subject to a defined problem and defend the result, using Unfair Dismissal, Redundancy, and Fair Procedure as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses a core text, a case or dataset, and a critique. Seminar time is for the decision, not for reading the materials aloud. Assessment is a submission that shows the method, the evidence, and the limit of the claim. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone.
| 3 · 30 h |
| UOB563 | Equality, Harassment, and Reasonable Adjustments Equality, Harassment, and Reasonable Adjustments (UOB563) is a 3-credit course on LLM UK Employment and Professional Regulation, with 30 notional learning hours. By the end, students can apply the method of the subject to a defined problem and defend the result, using Equality, Harassment, and Reasonable Adjustments as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses a core text, a case or dataset, and a critique. Seminar time is for the decision, not for reading the materials aloud. Assessment is a submission that shows the method, the evidence, and the limit of the claim. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone.
| 3 · 30 h |
| Code | Course | Credits · hours |
|---|---|---|
| UOB565 | Fitness to Practise Literacy for Employers Fitness to Practise Literacy for Employers (UOB565) is a 3-credit course on LLM UK Employment and Professional Regulation, with 30 notional learning hours. By the end, students can apply the method of the subject to a defined problem and defend the result, using Fitness to Practise Literacy for Employers as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses a core text, a case or dataset, and a critique. Seminar time is for the decision, not for reading the materials aloud. Assessment is a submission that shows the method, the evidence, and the limit of the claim. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone.
| 3 · 30 h |
| UOB566 | Whistleblowing, Public Interest, and NHS/HE Cases Whistleblowing, Public Interest, and NHS/HE Cases (UOB566) is a 3-credit course on LLM UK Employment and Professional Regulation, with 30 notional learning hours. By the end, students can apply the method of the subject to a defined problem and defend the result, using Whistleblowing, Public Interest, and NHS/HE Cases as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses a core text, a case or dataset, and a critique. Seminar time is for the decision, not for reading the materials aloud. Assessment is a submission that shows the method, the evidence, and the limit of the claim. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone.
| 3 · 30 h |
| UOB567 | Immigration and Right-to-Work as Employment Operations Immigration and Right-to-Work as Employment Operations (UOB567) is a 3-credit course on LLM UK Employment and Professional Regulation, with 30 notional learning hours. By the end, students can find where time or cost is lost and recommend one operational change, using Immigration and Right-to-Work as Employment Operations as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses a process map, a capacity note, and a disruption case. Seminar time is for the decision, not for reading the materials aloud. Assessment is a recommendation for one lane, site, or service with the cost and the risk. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone.
| 3 · 30 h |
| Code | Course | Credits · hours |
|---|---|---|
| UOB569 | ACAS, Grievance, and Disciplinary Design ACAS, Grievance, and Disciplinary Design (UOB569) is a 3-credit course on LLM UK Employment and Professional Regulation, with 30 notional learning hours. By the end, students can apply the method of the subject to a defined problem and defend the result, using ACAS, Grievance, and Disciplinary Design as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses a core text, a case or dataset, and a critique. Seminar time is for the decision, not for reading the materials aloud. Assessment is a submission that shows the method, the evidence, and the limit of the claim. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone.
| 3 · 30 h |
| UOB570 | Employment Tribunal Literacy for Non-Advocates Employment Tribunal Literacy for Non-Advocates (UOB570) is a 3-credit course on LLM UK Employment and Professional Regulation, with 30 notional learning hours. By the end, students can apply the method of the subject to a defined problem and defend the result, using Employment Tribunal Literacy for Non-Advocates as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses a core text, a case or dataset, and a critique. Seminar time is for the decision, not for reading the materials aloud. Assessment is a submission that shows the method, the evidence, and the limit of the claim. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone.
| 3 · 30 h |
| Code | Course | Credits · hours |
|---|---|---|
| UOB573 | Scottish and Cross-Border Employment Practice Notes Scottish and Cross-Border Employment Practice Notes (UOB573) is a 3-credit course on LLM UK Employment and Professional Regulation, with 30 notional learning hours. By the end, students can apply the method of the subject to a defined problem and defend the result, using Scottish and Cross-Border Employment Practice Notes as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses a core text, a case or dataset, and a critique. Seminar time is for the decision, not for reading the materials aloud. Assessment is a submission that shows the method, the evidence, and the limit of the claim. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone.
| 3 · 30 h |
| UOB574 | Research Methods for Employment Regulation Research Methods for Employment Regulation (UOB574) is a 3-credit course on LLM UK Employment and Professional Regulation, with 30 notional learning hours. By the end, students can apply the method of the subject to a defined problem and defend the result, using Research Methods for Employment Regulation as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses a core text, a case or dataset, and a critique. Seminar time is for the decision, not for reading the materials aloud. Assessment is a submission that shows the method, the evidence, and the limit of the claim. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone.
| 3 · 30 h |
Modules are assessed through a published mix of coursework, applied projects, and examinations. Exam windows are announced in advance so students in other time zones are not forced into overnight sittings. Alternative arrangements are available where documented.
The published duration is 18 months. Teaching language: English (dual pathway: Edinburgh campus or tuition-free online; one academic standard). Actual time-to-complete depends on mode and any recognised prior learning.
You may study this award fully online from your country, or — where published — on campus at Brigant. Online study does not require a student visa. Campus study may.
Degree tuition for this award is published as £0 / tuition-free on the online pathway. Examination or administrative fees may apply at checkout — never an annual tuition invoice. Check the Fees page for any extras.
Requirements are grouped on this page (academic, English, documents). Equivalent qualifications are considered. English may be waived after prior English-medium study.
Assessment is typically a mix of coursework, projects, and examinations. Doctoral awards include a thesis or dissertation and an oral examination. Details sit in the programme specification and module outlines.
Recognition of the award for local employment, professional licence, or ministry attestation is decided by your employer or regulator. University of Brigant publishes verification pages for certificates. We do not claim automatic equivalence in every country.
Start an application on this website. Progress is saved from the first step. Admissions: admissions@brigant.uk.
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