UK Employment Law

EMPLOYMENT LAW

NAME:

ID NUMER:

Table of Contents

Task 1 1

1.1 2

1.2 3

Type chapter title (level 1) 4

Type chapter title (level 2) 5

Type chapter title (level 3) 6

Introduction Throughout history there

Task 1 1.1 Employment law plays a significant part in any legal system, regulating the legal interaction between employer and employee. With a workforce of over 30 million, the importance of UK employment law is more than evident, having both a social and economic impact. As such, adequately regulating such a complex matter relies on a broad series laws and regulations that provide the sources of employment law. The sources of employment law are as follows:

• Common Law

• Primary

This dismissal is due to the fact that the work needed for a contract of employment to exist is no longer available or, as the case may be, needed.

In the event of cessation of business, employees dismissed because of cessation will be redundant. Cessation need not be permanent, as even temporary ones can amount to redundancy (Gemmell v Darngavil Brickworks Ltd [1967]. At the same time, if the cessation is partial, only those employees affected by it will be redundant.

If business is relocated, and the employers is no longer doing business in the previous location, where certain employees where hired, they are qualified for redundancy (Bass Leisure Ltd v Thomas [1994] IRLR 104, EAT).

All redundant employees may file a redundancy claim to the Employment Tribunal, under certain conditions. (c) Employees may also decide to end the employment contract, with the reasons for departure being either positive or negative. In the face of prolonged harassment from the employer, employees decide to resign. Legal practice has demonstrated that this qualifies as an unfair dismissal on the part of the employer, with the employee's rights protected by statutory law (Dunnachie v Hull City Council [2004] IRLR 727).

Task 3

Acknowledging one's weaknesses in regards to equality and diversity may be the first step in improving those areas of employment. Google is one company that has taken that approach to equality and diversity, by publicly displaying statistics regarding diversity in the workforce (Google, 2014). A disparity between the percentages of male and female employees is evident, with the majority of the company's employees being male. This disparity is also present in terms of racial diversity. This honest approach to equality of chance in employment, coupled with some active measures could reduce the gap between sexes and could help improve the racial diversity within the