Employment Laws

Contracts of Employment

• Written within two months of starting work
  • Employment rights act 1996
• Given a copy of the firm's discipline procedure
  • Employment act 2002
  • Which offences lead to a warning or a dismissal
• Working time regulations
  • 1998 Introduced
  • 48 Hours per week

National Minimum Wage

• Depending of the age
• Increased every 1st October
• Increases costs for firms and can lead to increased prices
• Better motivated staff and increased productivity

• Equality Act 2010
  • Recruitment procedures must not descriminate against:
    • Sex + Sexual orientation
    • Ethnic minorities
    • Age
    • Religion
    • Disability
  • Equal opportunities
    • Women and men paid the same for the same job with the same employer
    • Same pay for work of equal value
• Employment Act 2002
  • Against unfair dismisall. Can only be dismissed if incapable of doing job:
    • Incompetent
    • Gross misconduct
  • Only made redundant if their job no longer exists:
    • Drop in demand/automation
    • Cannot readvertise redundant jobs
  • Unfairly dissmissed appeal to an empoyment tribunal
    • Award compensation or reinstate employee

Designed to make sure risks to people at work are properly controlled. Fewer accidents hence fewer injuries- more productive workforce, as less time off to recover from injuries.

• 1961 Factories Act
  • Minimum requirements e.g Toilets, washing facilities, lighting, fire escapes
• Health and safety at work act of 1974
  • Employers and employees take responsibility for health and safety
• 1992 Workplace Regulations
  • EU rules e.g. safe use of computers

Things firms must do (if the do not comply they might be prosecuted, fined or closed down):

• Carry out risk assessments to identify possible dangers
• Then take reasonable steps to reduce risks
• Accident books kept and first-aiders trained
• All staff must receive health and safety training
• Health and safety equipment provided

• 39 weeks of paid maternity leave - not usually her full salary
• Up to 2 weeks paternity leave
• Somebody else must do their work
  • Existing staff
    • Saves money on extra wages
    • Less time to concentrate on usual tasks- reduce productivity
  • Extra staff
    • Short term contract
    • Increases cost
      • Extra worker's wages
      • Parent's paid leave
• Expensive and leaves a gap in the workforce
• Parents more likely to return to work if firm is supportive
  • Saves money on recruiting and training new employees