UK EMPLOYMENT LAW

UK employment law

Introduction

Employment law, overall, is not a conceptually difficult subject, and a good dollop of analytical common sense can often work wonders. However, instinct will not provide all the answers or the best advice. Employment law can be extremely detailed at times and a solicitor needs to grasp both the detail and the overall implications in order to give proper guidance to his or her client. The interrelationship between matters such as a breach of contract and unfair dismissal, for instance, can cause some confusion to those new to the subject. Nevertheless, at its best employment law is logical, dynamic, interesting, and real. At its worst it resembles the M25: it all seems tobuilt at the wrong time and in the wrong place, it grinds to a halt periodically for no apparent reason, it is continually dug up and expanded, and sometimes seems to go round in circles. UK Employment Laws that govern compensation of employed personnel include National Minimum Wage Act, ratified by the parliament in 1998 and the National Minimum Wage Regulations Act. These employment acts are update on an annual basis and specify the minimum wage for all labor classes under an employment contract. The employment contract between a worker and his employer need not be a formal document; oral employment contracts and implied employment contracts come under the ambit of these legislations. Discussion

The changing world of employee benefits requires the constant attention of human resource and benefit managers. Legislation, court decisions and arbitrators' awards influence the day-to-day administration of benefits. This daylong training opportunity guaranteed to provide practical advice for the novice as well as the seasoned professional whose job involves the administration of public sector employee benefits. The two most significant factors involved in U.K Employment Law are actually the law of tort and the law of contract. Contract employment is the binding of a person towards the other person in the form of a contract that the person accepts. This demands promises between the two. The law of tort places a duty on everyone not to behave in a way that is likely to cause harm to others and in the employment field, the tort of negligence applied to impose a duty on employers to take reasonable care of their employees during the course of their employment.

Legislation and Codes of Practice

UK Employment Law also specify the maximum number of hours, a worker obligated to work. Currently, this figure is 48 hours in a week. However, workers can choose to work more than 48 hours in a week, if they choose to do so out of their own volition. No employer can forcibly make a worker work more than the specified 48 hours per week. UK Employment Law bestows all workers, a statutory right to a minimum of 5.6 weeks of paid leaves in a calendar year. Even part-time employees entitled to receive the same number of paid leaves. Additionally, all workers have the right to at least one day off each ...