Employment Law 5ELW

Employment Law 5ELW

[Date of Submission]

Employment Law 5ELW

Part 1

The Objectives and Aims of Employment Regulation

The main objective of the labour laws act like a force which countervail to neutralize the forces of inequality of the bargaining powers which are found to be inherent and they should be intrinsic in the relationship of the employee and employer. For improving productivity and skills, it can provide disincentive and incentives; it can also affect the movement of labour both internationally and nationally and can cover issues, like, bullying, privacy, unfair discrimination, child labour and slavery. This is the reason that the labour laws are recognised as the potential force for counteracting the inequality (Davies and Freedland, 1983).

In accordance to the CIPD, the employment law of the United Kingdom is categorised as private or civil law. In a civil court, for some other remedy or compensation it is enforced as a result of one party- the respondent who is sued by another party - the claimant (Bruyere & Et.al, 2004, p. 28). To allege the respondent who is the former employer or the employer and who has caused and done some kind of detriment in contravention of the law, the court system is used by the claimant who is a failed job applicant, an existing worker or employee or who is normally a former worker or employee.

The employment regulations are the issues which are formulated purely for making the organisations conduct compliance with the laws. Through making the organisations at a level where all of its conducts are following the rules and regulation organised by a legislative body, the organisation can make itself earning much more. If the strategy of moving-up market i.e. production of higher value services or goods is adopted by the organisation, it can enjoy the benefits of employment regulation. These benefits can be in term of encouragement, such as the 'wake-up call', which is as part of the conscious modernisation of the organisation of its employment relations, the changing of policy on work-life balance issues.

The organisation moving with such strategy will be able to main consistent regulations. An example include an organization which felt brought it business benefits and felt the need of a flexible approach to family need and even though the organisational behaviour was not directly affected by the legislation yet it saw the positive light of legislation in this area. It is usually perceived that the employment legislation is a source of increasing costs for the firm and they also add administrative burden on the firm. All of these issues might affect the firms which are not working on a highly large scale and are fighting on the day to day basis for their economic vulnerability.

Laws also put some truly positive impacts as well. As they are a good source for stimulating an improved disciplinary process and also a better working experiences, by making the environment balanced (Edwards et al, 2003). While remaining fair for individuals, by allowing change to happen in an ...