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Law

Law

In this assessment objective I will be evaluating how current European Union and UK legislation manages to influence employee relations.  Along with this I will also evaluate how current EU and UK legislation influences employee rights along with working conditions as well.

The employment act originally first come into play back in 1988, however it was later revisited back in 2003 where changes were made.  There were various adjustments made, for example workers who would be working temporarily would be treated by a certain business the same as their permanent workers who were working for them as well.  Along with this the employment Act now basically stated that their would have to be a standard set in terms of what the level of discipline would be within a business.  Along with this grievance procedures would have to be taken into account a lot more no matter how big or small a business is.  Due to the employment act many more factors had to be taken into consideration for businesses. 

Another change within the employment act was that their would be an increase in statutory maternity leave, this managed to be raised to six months paid leave, and along with this six months unpaid leave as well.  The employment act would also mean that their would be an introduction of leave; however this was only for adoptive parents.  They would receive six months paid leave once they have managed to adopt a child and then once they have they would obtain another six months unpaid leave. Due to the fact that many organisations realised that non-work related family issues were important in terms of increasing their work performance as well, businesses began to take factors such as statutory maternity leave very seriously. 

The employment act manages to have an effect on employee relation.  This is basically due to the fact that employees rights and the act itself is actually a part of the employment act 2003.  Therefore, because of this after it has been made official that a certain worker is working for a certain business the business will have to follow the rules and regulations of this act, meaning that the organisation will give employees the chance to have sick pay, mortality leave parental leave, holiday etc.  This would all be due to the employment act 2002.

The sex discrimination basically states that it is unlawful for an employer or a member of public to treat someone less favourably on the grounds of the sex. This act tends to deal with three different form of discrimination such as direct discrimination, indirect discrimination and also victimisation.

Direct discrimination occurs when one employee or candidate for a job interview is either treated better than the other person. Indirect discrimination is mainly taken place when all the employees have been treated by same by the employer but if you look at the job roles and the pay in detail, one or some employees might be treated better than other ...