Employee Relations and Employment Laws

The provided assignment discusses various laws and regulations passed by the U.K. parliament favoring employees. It highlights the importance of healthy professional relationships between employers and employees for smooth operations and increased productivity. The document also covers fundamental employment laws such as The Employment Rights Act 1996, Working Time Regulations 1998, and The Pensions Act 2008, among others. Furthermore, it touches upon rights, duties, and obligations of both employers and employees. A stakeholder analysis is presented to demonstrate changes in favor of the best interest of stakeholders in respective companies.

EMPLOYEE
RELATIONS IN
GLOBAL ERA
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Table of Contents
INTRODUCTION...........................................................................................................................3
P1. Explain the value and importance of employee relations................................................3
P2. Explain the fundamentals of employment law.................................................................4
P3. Explain the different types of rights, duties and obligations an employer and employee has
within the workplace..............................................................................................................5
P4. Determine appropriate advice related to rights, duties and obligations of the employment
relationship.............................................................................................................................6
P5. Conduct and complete a stakeholder analysis of the respective company.......................7
P6. Analyse the impact of negative and positive employee relationship on different
stakeholders............................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Employee relation plays a vital role in smooth running of operations and delivering services.
It can be defined as the efforts been put by the organisation in order to improve the relationship
between the employers and other members of the company. This assignment will discuss about
the importance of employee relations in Tesco. The file will also various fundamentals of
employee law that is been followed by the respective organisation. There are different set of
duties, rights and obligations which are applied on the employers and employees in the
workplace (Bach and Kessler, 2011). However, there are certain modifications which can be
implemented in the employee relations of Tesco which can help in better work outcomes and
earn loyalty of the employers. Also, this assignment helps in having a better understanding about
the positive and negative impact of employee relations in different stakeholders. Tesco is a
multinational company which deals in merchandising retailer and groceries.
P1. Explain the value and importance of employee relations.
Employee relations are an integral part of the work environment of Tesco. Employee
relation refers to the company's efforts to manage relationship in employee and employer and by
respective programs in which pay and benefits, supporting work life balance (Morris, 2012.)..
There are many reasons which reflects the value and importance of the employee relationship.
These can be understand from the discussion below:
 Helps in decision making- Working in Tesco involves decision making at various
concerns. There are many issues where an employee cannot take decisions alone and
needs suggestions of other staff members of Tesco. This helps in correct decision making
and provides direction to the junior employees which helps in providing quality services
to the customers.
 Work becomes easy- A healthy and professional relation between the employees of
Tesco helps in ease out the workload of the staff members. Additionally, it also helps in
boosting up the productivity which results in more efficient working and returns. As the
work is distributed to the team members, the employers of Tesco always help each other
in completion of the task (George, 2015).
 Healthy Work environment- The average time that the employer of Tesco spend in
their respective workplace is minimum of 9 hours. Hence, the working environment of
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Tesco is very important. With efficient employee relations, the work place becomes a
comfortable and happy place to work in. It also helps in enhancing the work environment
of Tesco. Such relations between the staff members of the company motivate the
employees stay regular at workplace by avoiding leaves. Additionally, it helps in
motivating the individuals to take active involvement in their work and other activities
which promotes the growth and productivity of the respective organisation.
 Helps avoiding conflicts and fights- A friendly and strong relation between the
employees of Tesco helps in building a trustworthy work environment of the respective
firm. Due to these formal relations, employees of Tesco tend to adjust more and avoid
faults of each other (Tansel and Gazîoğlu, 2014). Employees of the respective company
don’t waste their time on any further conflicts and fights. They rather focus on their own
work performances. This promotes harmony among the employees of Tesco.
 Promotes team work- Another important elements which is very important for the
organisation is team work. A sound relation between the employees of Tesco promotes
team working skills. This promotes the professionalism of the staff members of
respective company. Along with this, it also enhances the personal skills in the
employees of Tesco.
P2. Explain the fundamentals of employment law.
Employment law can be defined as the relationship between workers, employing
companies and the government. It mainly focuses on the rights of the employees of the company
and various contract of the work. Hence, the employment law that needs to be followed by Tesco
are mentioned below:
 National Minimum wage act 1998- This act is consisted of the wage rate that is
provided to the employees of Tesco. The minimum wage rate for the employer is £7.83
per hour for the employees more than the age of 25-year-old. Therefore, it is important
for Tesco to follow this employment law in order to provide standard wages to the
employees of the respective organisation (Zheng,and et.al., 2015).
 Working time regulations 1998- This law studies the right of the employees to have 28
days of paid leaves and focuses to limit the excessively long working time schedules.
Thus, Tesco needs to follow this law in order to provide pay leaves for holidays and other
purposes in favour of its employees. This helps in maintaining the long term relations
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with the employees and improve their productivity. In tesco time should be fixed to
accomplish so that it creates suitability in workings and help in give their best.
 The Employment Rights Act 1996- This law undertakes the right of the employees to
leave their children in the child care. Additionally, it also helps in providing flexible
working patterns. Tesco needs to follow this law in order to facilitate employees with
kids. This will not only assist the employees but will also help the company to retain their
staff members. In case of tesco they provide healthy work culture in which employee can
give their best in organisational development and enhance their productivity level if an
organisation give equal rights to everyone without discrimination.
 The Pensions Act 2008- Under this Act employees get an automatic enrolment in
occupational pension system. Also the funds are required to be protected as per the
Pensions Act 1995. Hence, Tesco needs to enrol in this respective employment law in
order to insure secure future of its employees after their retirement (Cooper and Baird,
2015.). Also, such schemes by the companies help in attracting more eligible work
employees and the employees can built a trust with Tesco for their pensions after retiring
from the respective retail organisation. It gives their employees different kinds of benefits
such as compensation, healthy work culture that enhance their motivation level.
 Equity Act 2010- The respective act states that there should be an equality among the
employees of the company in context of race, gender, age, beliefs and sexual orientation.
Therefore, Tesco needs to follow this law in order to make all the employees feel equal.
Also, it will help in promoting less discrimination among the staff members. This law
involves special provisions for the employees with different needs. For example, Equity
Act 2010 states that in case of disabled staff the respective company needs to adjust
according to the comfort of the handicapped employee. It uses equality act to recruit best
candidates according to the organisation demand without any kind of biassed.
P3. Explain the different types of rights, duties and obligations an employer and employee has
within the workplace.
The employer and employees have various rights also known as statutory rights, duties and
obligations within the workplace of Tesco. These can be understand by the discussion mentioned
below:
Rights:
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Employee have the right for equal pay and for healthy work environment that enhance
their productivity. In addition to they have the right of fair treatment so that they feel motivated
to give their best in organisational growth and enhancement.
Safety- Tesco follows Occupational Safety and Health Standards, under this act the
company makes sure that safe work environment has been provided to the employee to work in.
This act is required to be followed because under this act if the safe environment is not provided
to the employee Tesco may get in risk of getting heavy fines (Poon, 2013). Guidelines mentioned
under this act is to provide proper safety utensils to the employee such as Goggles, Boots,
Gloves, sound Mufflers in case the employee is in exposure to hazardous environment which
may cause physical damage. Hence, these safety measures can be provided to the employees of
production division of Tesco. This organisation use proper measures and safety tools to protect
the employees while working with them and that enhance their motivation level also and they
give their best in organisational growth.
Similarly, it is the right of the employees of Tesco to claim for these safety measures
which further helps them in working free minded and more efficiently.
Duties
Fair Remuneration – It is the duty of Tesco to provide the federal minimum wage of
£7.83 per hour under the Act of Fair Labour Standards. An employer is scheduled to pay for
overtime in case of working extra hours. No matter employees opposes to join a union, Tesco
doesn’t have rights to withhold their salaries.
Hence, it is the duty of the employee to work equivalent to their pay scale and put their
maximum efforts.
Obligations
Fair Treatment- The employer are obliged to treat employees equally as discrimination
and misuse of power among the employees leads to ineffectiveness and disappointment to work.
The employees get demotivated and further lose focus in work (Katou, 2015). To make sure such
incidents do not happen Tesco follows Fair Labour Standards in their company work structure
which makes sure that no such unprofessional treaties are done to the employees from the side of
employers. By the help of following this law Tesco’s employees have obliged the respective
company by improving their productivity skills which has directly benefited Tesco. It is obliged
to give fair environment and pays to their employees while working for them so they oblige to
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treat equally with everyone. These obligations, rights and safety measures helps in building
strong relationship among employees and employer to get reach at desirable outcomes in
perspective of tesco.
P4. Determine appropriate advice related to rights, duties and obligations of the employment
relationship.
The right, duties and obligations are very much beneficial for both the Tesco and the
employees of the respective organisation. The employees don't get exploited because of many
laws that have been passed by the Parliament of UK as they assure fulfilling the general
requirements of the employees. Similarly, these laws and duties helps in maintaining the
harmony in the Tesco and assures cooperation from the employees of the respective company.
These rights binds the employers as well as the employee which helps in helps the employers and
employees in many aspects. For example, fair remuneration provides a guideline to Tesco in
order to provide the wages to the employee. In this case, the employees cannot claim more wages
which helps in maintaining the budget of the respective organisation. Similarly, the employees of
Tesco don't get exploited in terms of less wages and other benefits. This helps in building a trust
and helps in bringing a healthy employee relations.
There are many expectations of the employees in respect to their culture, values and ethic
which they expect the employers to understand and favour. Hence, the employers or Tesco can
oblige its employees by respecting their differences in respect to beliefs and cultural values
which helps in retaining the employees for long term. Additionally, the employees oblige the
company by working more effectively and helps them achieving the company's goal with full
dedication. To bring harmonious activities and work procedures employer of tesco not have to
impede the worker in any manner in exercise of his rights and take any measures against to the
individual because s/he exercise its rights and duties. It is also unlawful to discriminate on basis
of female worker in different grounds such as sex, religion so for that they have to implement
rights and obligations.
P5. Conduct and complete a stakeholder analysis of the respective company.
Stakeholders can be described as group of different individuals which have a interest in
operations of the organisation. Some of the examples of stakeholder of Tesco are employees,
shareholders, customers, suppliers, etc. (Devonish, 2013). However, all the stakeholders have
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different types of interest in the respective company. Hence, the impact of these stakeholders on
Tesco can be measured through stakeholder analysis.
Stakeholder analysis can be defined as a process of identifying and analysing the
influence of group of individuals on the success of Tesco. Hence, the Stakeholder analysis is
mentioned below:
Stakeholders- The stakeholder of Tesco are present inside and outside the respective
organisation which influence the company in various ways. The labour unions, employees and
suppliers of Tesco have a direct impact on managing day to day business smoothly and
productivity. However, the shareholders, investors and bankers have influence on money
management for funds and future growth of the respective organisation. Similarly, the
government of the respective country also influence the decision making of Tesco as it impose
regulations and other restrictions which becomes a hurdle for the respective firm.
Attitude- In order to build a healthy relationship with the stakeholders of the company, it
is important to understand the stakeholders interest and attitudes. Hence, Tesco needs to assess
various modes of communication with the customers on a broader level such as newspaper,
radio, social media, etc. These references can help in analysing the attitudes and interest to
respective company. Hence, the company can compare the respective attitude of the stakeholders
which they desire to have.
Influence- This factor of stakeholder analysis helps in understanding the importance and
impact of stakeholders on different aspects of the company. Hence, Tesco needs to analyse the
factor that they need to improve and take certain measures. For example, in case of Tesco
expanding the business into new market, it is important to analyse various regulations that are set
by the government of that respected country (Becchetti and et.al., 2012). In this case, the
government is the stakeholder of the respective organisation and the regulations are the
influencing factor which needs to be followed by Tesco in order to assure smooth running of the
business.
Matrix- This tool helps in analysing the influence of different stakeholder of Tesco. The
matrix in consist of four sectors for different types of stakeholders. These are high interest and
high power; high power and low interest; high interest less power; high interest and zero power.
Hence, Tesco places its stakeholders in the appropriate matrix which helps in managing the
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relationship program and communication with the ones which have greater power and interest in
the organisation such as customers, shareholders, etc.
Review- The interest levels and impact of stakeholders of Tesco will result in altering the
communication program and other engaging activities. Hence, with the help of closely analysing
the changes in attitude of stakeholders, Tesco can take certain measures to tune the
communications and set up the priorities of the respective organisation.
P6. Analyse the impact of negative and positive employee relationship on different stakeholders.
Employee relationship is seen as an internal factor of Tesco. However, it has a negative
as well as positive impact on the stakeholder of the respective organisation. These are mentioned
below:
Customer- The customers of Tesco are the the end users of the products and services which are
are produced by Tesco. The customers are the stakeholders of the company as they focus on the
quality of the products and services. However, these are affected by the employee relationship as
under.
 Positive- With efficient relations between the employees of Tesco, there would be proper
communication and work division. This will help in providing better services to the
customer which will result in maximum satisfaction and repetitive business (Marginson,
2015).
 Negative- If the employee relations in Tesco are not good, there will be lack of
communication and other errors due to which the respective company will not be able to
provide quality products and services to the customer. This will lead to loosing the
customers of Tesco.
Employees- The employees are the individuals that work in Tesco having which are responsible
for different work profiles and work in order to earn income.
 Positive- With affective relationship among the employee of Tesco, there productivity
would increase. There would be more harmony among the workers which will help in
enhancing the work experience of the respective organisation (Kelly, 2012).
 Negative- If there is no harmony among the relations, there would be more conflicts and
discrimination. The reputation of Tesco would also be at stake because of poor services
which will be be end result of bad relations among the employees. Additionally, it will
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also lead to low productivity, more communication gap, less discipline and many other
issues.
Government- These are one of the important stakeholders of Tesco as they have a high
influence on the respective company in terms of decision making, rules and restrictions an many
other factors. The government is the stakeholder of Tesco as it collects taxes from the company
such as corporate tax, GDP, etc. Additionally, the government also earn from the employees of
Tesco by charging payroll taxes.
 Positive- With efficient employee relationship, the productivity of Tesco will be more.
This will help in achieving a good reputation in the market. Along with this, the
company will be able to provide more benefit to the economy. Additionally, due to the
brand value of Tesco, more people look forward to consume the products and also work
with the company. With the help of this, the government is able to collect more payroll
taxes which helps in earning more taxes from the employees of the respective firm.
 Negative- Because of poor relations among the employees and the employers, the
employees tend to neglect the regulations impose by the government such as minimum
payrolls, taxation, etc. This leads to resulting loss to the government and also the
respective company can fall in trouble because of the negligence of the employees and
the employers (Leat, 2012).
Investors- These includes the shareholders of Tesco which are responsible for investing capitals
in the respective company. In return, the shareholders earn a certain amount of rate of return on
their capital investment. Hence, the positive and the negative impact of employee relation is
mentioned below.
 Positive- A good employee relation helps in enhancing the value of the company. Due to
this, many investors want to invest in the organisation to earn certain profit. Hence, with
efficient employee relations between the employee of Tesco, there would be more
number of investors which will help the company in attaining more investment for
business operations and growth. Additionally, with stable employee relations, the
respective company will be able to attain more investors for the long run.
 Negative- If there is no proper relations between the employees of Tesco. The market
reputation of company would be at stake. Additionally, the product quality and services
will be low because of which, it will create doubts among the investors. Hence,
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inadequate employee relations of Tesco can lead to loose its number of investors (Bach
and Kessler, 2011).
CONCLUSION
From the above discussion it can be concluded that there are numerous laws and regulations
that have been passed by the U.K parliament in favour of the employees. A healthy and
professional relation between employees plays a vital role in smooth running of operations and
increasing the level of productivity in the company. Also, there are various fundamentals of
employment law such as The Employment Rights Act 1996, Working time regulations 1998,
The Pensions Act 2008, etc. Additionally, it can also be seen that there are various rights duties
and obligations to facilitate the employers and employees. The stakeholder analysis of the
respective organisation can clearly be understood which reflects the potential changes that are
made in favour of best interest of the stakeholder of the respective company.
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REFERENCES
Books and Journals
Bach, S. and Kessler, I., 2011.The modernisation of the public services and employee relations:
targeted change. Macmillan International Higher Education.
George, C., 2015. Retaining professional workers: what makes them stay?.Employee Relations.
37(1). pp.102-121.
Tansel, A. and Gazîoğlu, Ş., 2014. Management-employee relations, firm size and job
satisfaction.International Journal of Manpower. 35(8). pp.1260-1275.
Zheng, C., and et. al., 2015. Developing individual and organisational work-life balance
strategies to improve employee health and wellbeing.Employee Relations. 37(3).
pp.354-379.
Cooper, R. and Baird, M., 2015. Bringing the “right to request” flexible working arrangements to
life: From policies to practices.Employee Relations. 37(5). pp.568-581.
Poon, J.M., 2013. Effects of benevolence, integrity, and ability on trust-in-supervisor.Employee
Relations. 35(4). pp.396-407.
Katou, A.A., 2015. Transformational leadership and organisational performance: Three serially
mediating mechanisms.Employee Relations. 37(3). pp.329-353.
Devonish, D., 2013. Job demands, health, and absenteeism: does bullying make things
worse?.Employee relations. 36(2). pp.165-181.
Becchetti, L., and et. al., 2012. Corporate social responsibility and shareholder's value.Journal of
Business Research. 65(11). pp.1628-1635.
Marginson, P., 2015. The changing nature of collective employment relations.Employee
Relations. 37(6). pp.645-657.
Kelly, J., 2012.Rethinking industrial relations: Mobilisation, collectivism and long waves.
Routledge.
Leat, M., 2012.Exploring employee relations. Routledge.
Bach, S. and Kessler, I., 2011.The modernisation of the public services and employee relations:
targeted change. Macmillan International Higher Education.
Morris, T., 2012. Innovations in Banking (RLE: Banking & Finance): Business Strategies and
Employee Relations. Routledge.
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