EMPLOYMENT RELATIONS REGULATORY REGIME CHANGED UNDER NEW LABOUR

Employment Relations under New Labour

Employment Relations under New Labour

Introduction

Labour law in the United Kingdom has changed considerably over the last forty years, following the action of unions, reforms neoliberal, and the country's entry. The United Kingdom has had to develop a procedure for information and consultation representatives of employees in case of redundancy by implementing directives.

The main source of law work in the United Kingdom is now law and not as much of the Anglo-Saxon law, case law: Employment Rights Act 1996, National Minimum Wage Act of 1998 in creating a minimum wage, the Employment Act of 2002, specific texts prohibiting discrimination based on gender), the "race", disability, sexual orientation, religion and (in 2006). This right is almost identical in different regions of the United Kingdom.

Discussion

In case of dispute between an employee and his employer, the matter may be brought before a court named Employment Tribunal. However, they must, under penalty of law, having previously followed a method of amicable settlement defined by the Employment Act of 2002 [1] An employee may bring a complaint before the court for dismissal unfair (unfair dismissal) if is in position for at least a year. There are exceptions in the case of a pregnant woman or a complaint of racial discrimination.

The duration of working time is not fixed uniformly. If time worked per week is roughly the same in the United Kingdom than in the rest of Europe, the distribution is much wider among the many people who work part time on the one hand and those have long working hours on the other. In 1998, the government set a time limit of 48 hours worked on average in the context of European law. The employees may work more by signing a "withdrawal clause" (opting out), available criticized by unions, but accepted by the European Commission (Woolfson, 2004).

It may seem that there is a long way of concerns and other feature of New Labour thinking, such as the need for active and vigorous foreign policy. However, reality is not that. The UK faces no palpable threat of invasion from other countries, but must be prepared to take an active role in the world at large. The intervention is necessary when a doctrine of national sovereignty has lost much of its meaning and where there is cause for concern at the humanitarian level universal dimension beyond the interests of local range. The rules that will force UK to change its law, as it is noted that, workers "should actually enjoy" the daily rest periods covered by the directive and a minimum uninterrupted rest period of 24 hours every 7 days.

In November 2004, the European Commission estimated that Britain breached the 1993 directive, which obliges companies to take measures to ensure that all employees benefit from a minimum rest period to ensure effective protection of its security health. The labor market in the United Kingdom is a ...