Employment Law: A Comprehensive Guide

This report provides a comprehensive guide to employment law, covering topics such as the aims and objectives of employment regulations, the role of tribunal and courts in enforcing employment laws, discrimination law in recruitment and selection, establishment of contracts of employment, and more.

Unit title(s): Summative Assessment for
Employment Law (5EML/07)
Word Count 3984
Word Count 4212
Candidate declaration:
‘I confirm that the work/evidence presented for assessment is my own unaided work.’
I have read the assessment regulations and understand that if I am found to have ‘copied’ from
published work without acknowledgement, or from other candidate’s work, this may be regarded
as plagiarism which is an offence against the assessment regulations and leads to failure in the
relevant unit and formal disciplinary action.
I agree to this work being subjected to scrutiny by textual analysis software if required.
I understand that my work may be used for future academic/quality assurance purposes in
accordance with the provisions of the General Data Protection Regulation 2018.
I understand that the work/evidence submitted for assessment may not be returned to me and
that I have retained a copy for my records.
I understand that until such time as the assessment grade has been ratified by internal and
external quality assurance verifiers it is not final.

EMPLOYMENT LAW

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
1.1 The aims and objectives of employment regulations............................................................4
1.2 The role played by the tribunal and courts system in enforcing employment laws..............5
1.3 Ways to settle the cases before and during the formal legal procedure................................5
TASK 2............................................................................................................................................6
2.1 The main principles of discrimination law in recruitment and selection and in
employment.................................................................................................................................6
2.2 Establishment of contracts of employment...........................................................................7
TASK 3............................................................................................................................................7
3.1 When and how contracts can be changed lawfully...............................................................7
3.2 The main requirements of redundancy law...........................................................................8
3.3 The main requirements of the law on business transfers. ....................................................9
TASK 4............................................................................................................................................9
4.1 Identification of major statutory rights workers have in the field of leave, pay and working
time..............................................................................................................................................9
4.2 Major requirements of equal pay law..................................................................................10
4.3 Explanation of major maternity, paternity and family friendly employment rights...........10
TASK 5..........................................................................................................................................11
5.1 Major requirements of health and safety law......................................................................11
5.2 Significance of implied duties as regards the management of employees at work.............12
5.3 Principles of the law on freedom of association.................................................................12
TASK 6..........................................................................................................................................13
6.1 Main requirements of unfair dismissal law for capability and misconduct issues..............13
6.2 Explanation of scope of the right for employees to be accompanied at serious discipline
and grievance hearing...............................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Employment law is the collection of laws ad roles that regulate the relationship between employers
and employees. Employment laws say when an employer can hire employees and when the employees can
work (Bagenstos, 2019). The laws cover what employer must pay the employee for their work. When an
employer wants to hire someone, there are lots of laws that employer must follow. It is very important to
provide wages and salaries to employees as well as provide them with safe working environment. These are
the laws that prohibits the employer from the discriminating against applicants or employees based on certain
characteristics.
In this present report, Captify company is being chosen for assessment. It is a small and medium scale
organisation that deals in data driven display specialising in search intelligence and media decisions. Adam
Ludwin and Dominic Joseph are the co-founders of Captify which is launched in 2011. Company has achieved
£1 million profit in the first years of its operations and 2015 company has increased gross revenue by 300%
and employee base from 11 to 65. Company is achieving the greatest heights.
This present report will make understand about the importance of employment laws and regulations
as well as ways to enforced them in practice. Further, report will also include the ways to manage recruitment
and selection legally,
TASK 1
1.1 The aims and objectives of employment regulations.
The framework or actions that guide the relationship in between employer and employees is called as
employment regulations. It is very important for organisations to follow all the employment regulations.
Organisation also apply the employment laws in their practices so that they can smoothly run the organisation
(Milligan and et.al., 2017). The aim of the employment regulations is to protect the employees from
discrimination.
Here are the objectives of labour laws are as follows:
Employer-Employee Fairness: Employment regulations act promotes the fair system within
organisation as it regulates the wages of employees and establishes the minimum wage as well as overtime
payments (Employment Law United Kingdom, 2019). It also governs the child labour practices as no employer
is allowed to recruit children at workplace.
Employee Safety: This is another objective of employment regulation as employers under these laws
are legally bounded to provide healthy and safe working environment to the employees. Employees should
feel safe at the workplace. The human resource team of Captify used to provide training on how to use the
equipment and tools within organisation. For example, the case of Kennedy v Cordia [2016], In this case
Kennedy has felt down because of sleepy floor that has led to serious injury to Kennedy for which Cordia has to
pay to her.
Protection from Disability: Laws also govern employer that how they have to behave with employees
as not any person can be discriminated against their disability. Opportunities should be provided equally by
employer to disable employees as similar to able person.

Gender and Age Equality: Employment laws also governs the employer that they are not allowed to
discriminate any applicants or remove old employees from service on the basis of age if they are older than 40
(Kavanagh and McRae, 2017). Further, employers are not allowed to refuse any applicants or remove
employees on the basis of gender as women and men all gave equal opportunities.
1.2 The role played by the tribunal and courts system in enforcing employment laws.
Employment tribunal are the public body which is situated in the nation in the United Kingdom with
the authorization to hear, judge s deliver decision as well regarding claims along with disputes between
employer and employees. Employment tribunal is very important for leading the nation as without them it is
not possible to work. The fundamental roles played by employment tribunal in UK is to resolve the disputes
arising between employees and employer in the organisation. They need to provide decision which is right for
the victim party. The requirements of equality in employment as well as in workplace is the reason behind the
establishment of UK employment tribunal (Walsh, 2015).
On the other hand, another role played by employment tribunal is to listen as well as make decision
on the disputes associated with the unfair and wrongful dismal claims and claims regarding dismal, equal pay,
discrimination, deduction, breach of contacts, redundancy, holidays leaves and employment based unions
(Roles Played by UK Tribunal Court, 2018). Further, the most important role is the role of presence, as people
or employer are afraid that there is authority sitting in the parliament that will not allowed to commit any
wrong activities or practices.
1.3 Ways to settle the cases before and during the formal legal procedure.
Settles agreement is an agreement that is legally binding between employer and employees. The main
aspects of settle agreement are that workplace issues must be solved but the relationship does not come to
the end (Morrison, 2019). The best way to settle the cases before the formal legal procedure are ADR,
Alternative Dispute Resolution are:
Mediation: In this method, where a meeting is conducted among the parties in which settlement is
facilitated by neutral third party is known as mediator. Mediator is qualified person who is well-known about
background of the business. The decisions provided by mediator is not bounded to any party as thy can refuse
them.
Determination of Experts: In this employer or employee involve experts that include the party cases
as well as key evidence and then to make a binding decision. The decision made by them are enforced in the
tribunal.
Arbitration: It is a neutral third party nominated by the parties to form a binding decision. The
process for the arbitration is agreed between the parties and could reach from the very informal to a format
that is all but same to a court case (Harten, 2016). The cardinal repulsion of arbitration is its confidential
nature, its informality along with the fact that an arbitration award is basically easy to oblige in other nations
than the judgement of court.

The best way to settle the cases during the formal legal procedure is that one part either employer or
employee is back-out from the case.
TASK 2
2.1 The main principles of discrimination law in recruitment and selection and in employment.
Recruitment and selection are the basic part of the company where candidates are selected for
performing the job role. Under the UK employment laws, employer should appoint the person for the job
regardless to the background and personal characteristics. Here are some main principles of recruitment and
selection:
Principle of Disability: According to this principle, employer allowed hiring the person on the basis
of quality, abilities, education, skills and competencies. No candidate should be discriminate on the basis of
his/her disability (Thompson and et.al., 2016).
Principle of Fair recruitment and Selection: According to this principle, it is mandatory for
employer to select the candidate during the recruitment on the basis of skills and qualification as candidate
can file case against the company if they feel they are not selected because of any other reason like
discrimination on the basis on gender, caste, race, disability etc.
Principle of Age and Gender Equality: According to this principle to discriminate any candidate on
the basis of age if they are older than 40. If applicants perform the job, employer should hire them. Further,
recruitment and selection process should also demonstrate gender equity as no person is allowed to
discriminate on the basis of gender like men are preferring more and women less (Estlund, 2018).
Direct Discrimination: It is when a person is treated differently and worse than someone else for
certain reasons. The Equality Act says you've been treated less favourably. Direct discrimination can be
because of: age. Disability.
Indirect Discrimination: It is a type of discrimination when there's a practice,
policy or rule which applies to everyone in the same way, but it has a worse effect on some
people than others. It happens when an organization apply the same policy for all but some
people being discriminated who shares protected characteristics. The Equality Act says it
puts you at a particular disadvantage. Some examples includes: Race, gender, age etc.
There are nine protected characteristics which are as follows-
 Age
 Disability
 gender reassigned

 marriage and civil maternity
 race
 religion
 Sex
 Sexual orientation
 Maternity & pregnancy
2.2 Establishment of contracts of employment.
Employment law is mainly established on contract law. A contract of employment exists between two
parties which are employees and the employer. Contract law states that to create a legally enforceable
employment contract. An employment contract is an agreement between employee and employers as well as
it also establish employment relationship. The contract of employment is starts when employee starts work in
the company even there is nothing in writing.
 When the job offer is accepted either in writing or verbally.
 The offer which is accepted was unconditional,
 All the terms and conditions are clearly defined by the organisation or employer.
 All the promises made by employer are legally binding.
Terms of Contracts:
 The contract must be in writing like post, payment, leaves and all other deduction.
 Statutory terms are the concern of employment law (Thompson and et.al., 2016).
 Rights and responsibilities are all cleared by the employer.
TASK 3
3.1 When and how contracts can be changed lawfully.
When a contract is made there are so many conditions arise when employer or employees look over
to change the contract. The requirement of bring change in the contract act lawfully when parties to contract
are disagreed like employees and employer; outcomes are not effective; government intervention etc. In order
to change the contract legally, there are some ways by which a contract can be changed to get better
outcomes (Kirchner and Morgenroth, 2018).
Consulting employees: If employer is bringing any change in the employment contract, they should
have to consult employees so that outcomes is also supportive and positive. It has been seen that employers
do not contract with the employees but if they followed it will maintain a good relationship between them.
Changing in laws by government: This is another reason that brings legal changes in the employment
contract law. Government usually amend the laws and legislations as per the recent trends and economic
condition. Such as in wages rates, leaves, working condition, health and safety act, retirement act etc.
Influences of Trade Union: This is another way that result in changing the employment contract act
(McGinley, 2016). Trade union have right to bring change in the policies and strategies if they are not satisfied
but it should be ensured that demands should be authentic.

In the context of construction contract, a variation can be defined as an alteration to the scope of
works in the form of substitution, addition from its actual scope of works. There are some steps includes in
change management process such as: Creation of changes on urgency basis. Changes can be made only when,
the company really wants to make. After that they require to make an effective team, create a vision,
communicate vision among all employees, to manage negotiation, execution, performance, modification in
contract if required or termination of contract.
 Reviewing the current process and setting the goals as per the amendments.
 Reviewing the legal procedure to bring the changes in policies.
Sending out emails to the whole team in the organisation.
3.2 The main requirements of redundancy law.
Redundancy law is the law where employee is entitled to a minimum notice period of 12 weeks’
notice of employed for 12 years or more. At least notice of one week if employee have been employed
between one month and two years. Further, a notice of one week for each year if employees is working
between two and 12 years.
Here are the requirements of redundancy act given below-
 Employer should follow right and fair process as it is important that employer should make their
employees know the reason for redundant (Cabrelli, 2016).
 Employer are allowed to give employees for minimum notice period as discussed above.
 Employer are entitled to clearly make employee know about each and every information.
Steps that need to be followed to manage a redundancy situation are as follows-
Step 1: Preparation: This includes assessing whether redundancy is actually necessary before starting
the process.
Step 2: Selection: This includes selecting the pool of people under consideration for redundancy.
Step 3: Individual Consultation: There are legal time frames regarding consultation depending upon
the number of people being made redundant.
Step 4: Notice of Redundancy and Appeals: Always remember to write to your employee to inform
them of the dismissal and allow them the right of appeal.
Step 5: The Termination Process: All employees with more than two year’s service qualify for a
statutory redundancy payment.
UD 1169 is a case of unfair selection for redundancy. The claimant was employed as a
development officer and claims that other departmental officers do not have as much
experience as he has. After several days, that claimant was made redundancy as respondents
advertised a development officer. The claimant applied for that post but got unsuccessful.
Respondents said that out of approximate 60 DVO's, 8 were made redundant. Tribunal also
found and said that respondents used unfair procedure (Relevant case for redundancy, 2013.)

They also said that claimant was dismissed unfairly and was awarded the sum of approximate
of €27,500.
3.3 The main requirements of the law on business transfers.
Business transfer refers to the movement of the business from one place to others. Transfer of
undertaking regulation (Protection of employment). The main purpose behind this TUPR regulation will be for
preservation of employee’s terms and conditions at the time when business or firm is part of or is intended to
be transferred to new employer. This will cover certain things like that where any sole trader or partners in
partnership agreement is transferring to other. This complete regulation will be applicable onto the
transferred undertaking irrespective of size. There will be some major requirements for this TUPE regulations
like information related to employer’s liability should be given to the new employees who would be
transferred. Its other requirement includes like that of:
 Employee’s jobs would usually be transferred over the new company however there will be certain
exception into this rule stating that if business is declared to be insolvent.
 It is also required that company is transferring whole terms and condition of the employment
contract to new employer
 Another requirement is continuation of employment under employment law that needs to be
maintained.
TASK 4
4.1 Identification of major statutory rights workers have in the field of leave, pay and working time
There are mainly 3 types of basic and common rights for workers such as right to deny to work at
unsafe place, right to participate at workplace and some activities related to health and safety, right to get
equal pay and right to get enough leave as per the terms and conditions of employment law.
Statutory sick pay: According to this law, each and
every employee has right to get £94.25 per week as
a statutory sick pay. It can be applicable only when,
an employee is too ill to work, then they are eligible
to be paid by their employer for up to 28 weeks as a
sick leave. There is a requirement to qualify for SSP
(Adams, 2016).
Legal redundancy pays: According to this law, if an
employee work in the same organization for 2 or
more than 2 years, then they are eligible to get half
a week's pay for each full year.
Maternity-paternity leave pay: Under this law, male
employees can take up to 2 weeks as a paternity
leave. Week rate of paternity pay is 90% of their
weekly earning. On the other hand, maternity leaves
are given to biological mothers. If a female
employee is pregnant then after the baby is born,

they can take this leave.
In the context of working time there is a statutory right to work at least 5.6 weeks of paid annual leave. A
maximum work week is 48 weeks. In the context of break time and working at night there is a rule is to have at
least 11 consecutive hours rest in the 24 hours period. In other words it can be said that employees are entitled
to at least 11 hours rest per day, 1 day off in per week. Workers can receive on average 90hours rest per day.
For young employees there is a minimum rest period Is any 12 hours in total 24 hours a day.
In the context of night shift, working hours and break it is stated that, employees can not work more
than 10 hours in night. They can also not do night shift no more than 5 times every 2 weeks. Total 22 times in a
year they can do night shifts.
4.2 Major requirements of equal pay law
Equal pay is the right for both male and female workers to be paid the same and equivalent amount
for the work. According to this law there is a requirement for employers; to pay equally to their both male and
female employees as per their work.
According to the equal pay act 1970, there is a requirement for employers to pay men and women
equally for equal work. This law also protects workers against sex discrimination as per their contractual pay
conditions and terms (Chassagnon and Baudry, 2016). The main aim of implicating this law is simple as to
makes sure that men and women are doing same and equal work for the same. Employers are also responsible
for providing the same rewards. According to the employment contract, terms and conditions, employers must
give equal treatment to men and women if they are employed to do similar work, work found to be of equal
value.
Employees are entitled to know that how employers are making up their pay. For example, if any
organization have bonus system for each and every employee, then there is a requirement for employers to
get all employees know that how to earn bonuses and the way of calculating.
4.3 Explanation of major maternity, paternity and family friendly employment rights
In the context of family friendly leave employment rights, it includes maternity, paternity and
adoption leave. Maternity, paternity rights in the UK are being applied to parents both after and before birth
and adoption. The main aim of proving this type of leave is to give enough time to mothers and fathers to
maintain family responsibility. According to the maternity leave right, those employees are eligible for this
type of right who have a baby and can take up to 52 weeks as a maternity leave. On the other hand, those
employees are eligible for paternity leaves who an employee and their partners are having a baby, adopt a
child and having a baby through surrogacy arrangement (Eligibility for maternity and paternity leave, 2019).
When an employee takes a time off for adopting a child or going to have a child through a surrogacy
arrangement, they can be eligible for statutory adoption pay and leave. It also can be taken up to 52 weeks in
which first 23 weeks are known as ordinary adoption leaves and remaining last leaves are known as additional
leave.
In the context of working time there is a statutory right to work at least 5.6 weeks of paid annual leave. A
maximum work week is 48 weeks. In the context of family rights, it is an effective policy that makes it possible

for employees to make balance between family and work. The main aim of providing this type of leave and
taking right of this law is to fulfil family and work obligation. It is beneficial for families, employers and society.
Family rights is not only limited to give paternity and maternity leaves but also related to protect their
child. It includes education, security, health, morality. Right to access, child support. Family laws says that
there is a requirement for both parents to support their children in all manner even after marriage breaks
down until the child is 19. If child live with one parent, then other parent has access to give important
information and support as well.
TASK 5
5.1 Major requirements of health and safety law
Health and safety law states that employers of an organization have responsibility to ensure that all
their employees are safe and protected at workplace. There are some health and safety law like 1974, 1999,
1995, 1977 etc. Health and safety law 1974 explain all duties of employers of Captify company. The main and
important principle of this law is that employers of this company have duty to protect safety and health at
working place of all employees.
Legal requirements
According to this law, there is a requirement of having a written health and safety policy statement, if
the company has 5 or more than 5 employees. It shows the way of managing this law at workplace and also
ensure employees that they are working at safe place.
There is also requirement to eliminate and control of any potential risk of work-related violence.
Employers also need to provide appropriate safety and health training to all their employees about using
safety equipment’s etc.
A relevant case law is Kennedy V Cordia. According to this case law, an employee as a home carer
slipped on an icy and slippery path when visiting a client (Relevant case for health and safety law, 2016). She
took legal action against employer and claim breach of health and safety regulation. Employer then include
sufficient risk assessment.
5.2 Significance of implied duties as regards the management of employees at work
Implied terms include statutory rights like right to equal pay, duty to care, duty of mutual trust and
health and safety. It also allows the court to give justice to both parties in employment contract.
Some important implied terms in context of several laws are described as follows:
Duty to take care: In the context of health and safety, there is a duty of employer to make sure that
employees' mental as well as physical health is taken care during employment.
Duty to maintain mutual trust: In this duty, employees often claim to have been dismissed and
discarded. It includes sexual harassment, bullying, verbal abuse and imposing unfair conditions (Clifasefi,
Lonczak and Collins, 2017).
Duty to pay: It says that if employers of Captify company do not give the correct pay then legislation
of equal pay will imply a term that employees are entitled to appropriate remuneration for the work which
they are being provided.

The main aim and importance of developing implied terms is to dismiss an employee without giving
them prior notice. During the employment, employers are responsible to treat their employees fairly just like
this, employees also have some implied duties to which they need to follow.
5.3 Principles of the law on freedom of association
Freedom of association is fundamental labour rights. According to the rights to freedom of association
is called an enabling right which provide freedom to workers to join organization of their own choice.
Employers can not bind any worker to join their organization. Everyone has rights and freedom of association
with others and to join trade unions. Freedom of association is related with both individual and collective
rights to participate in political parties, any association, organization etc.
Some principles of the law on freedom of association includes justice, dignity, respect, equality,
autonomy etc. It is all related to rights of member of trade union. A trade union refers an organization whose
workers want and try to protect members of trade union. By influencing and negotiating with employers on
the condition of pay of work. Trade union are mainly responsible for providing legal advice, education facilities,
financial assistance to their all members. Any type of individual can join a trade union as there is no restriction
for any type of individual as all members are treated equally (Haas III and et.al., 2018).
TASK 6
6.1 Main requirements of unfair dismissal law for capability and misconduct issues
There are several reasons of unfair dismissal such as misconduct, capability, redundancy etc. Unfair
dismissal is a part of UK labour law by which companies required to treat fairly in the cases of dismissal and
termination of employees. In the context of misconduct by Captify company, it is stated that it has never had
to take any formal disciplinary actions against employee before.
According to this dismissal law there is a requirement by the company to give a fair and appropriate
reason to employees for dismissing them. For example, if an employee of Captify company has proven
dismissal, then there is a requirement for the company to find out and give authentic reason for dismissal. The
second stage is to establish whether the fair reason given by the company was enough to be judged as
reasonable.
Capability means ability that can be affected by health quality and aptitude. Employers can dismiss
any employees based on capability or if an employee is not able to perform given job. There can be several
reasons of capability such as illness, carelessness, negligence etc. In the case of illness and nervous breakdown,
then it will be called less reasonable to dismiss. In this special case, employers will be liable for more
compensation.
It has affirmed by the employment Appeal Tribunal that if an employee takes undue advantage and
take fraudulent sick leave then according to the implied term of trust can be dismissed for misconduct
(Relevant case for unfair dismissal law, 2019). There is a relevant case in which a pregnant worker challenged
working hours wins unfair dismissal claim. A care assistant was dismissed from the company after completing
48 hours week job because she was pregnant and it was the case of unfair dismissal, so she has been awarded
more than £35,000 as a compensation (Martin and et.al., 2016). It was a kind of unfair dismissal which
can be done by several employees for getting enough pay.

Acas code of practice on grievance and disciplinary procedures gives a practical guidance to people
and employers for handling these types of issues in workplace. To become failure to follow this code does not
make a person as well as organization liable to organization. At this time employment tribunal take it into
account while considering relevant cases. This code helps employees and employers to deal with grievance
issues within workplace. This can be useful at the time of unfair dismissal of employees. Employees can take
help of this code of practice and claim on employers. It is all required for fairness and prevent themselves from
lawsuit.
6.2 Explanation of scope of the right for employees to be accompanied at serious discipline and grievance
hearing
Scope of the rights of employment includes all activities that employees are reasonably expected to
perform their job. Within this range of activities, employer of Captify company help liable for employees'
actions when a 3rd party is injured by employees' conduct. There are some things which need to be considered
by Captify company when inviting an employee to a disciplinary hearing. Employers requires informing their
employees of their statutory right to be accompanied during hearing. To make sure that what the companion
can and cannot do at the hearing (Hawkins, 2019).
If any worker is facing with disciplinary meeting in the context of Captify company and at England,
then they have legal rights to be accompanied during the meeting. If an employee of this company has a
grievance to raise with their employers’, then they have right to be accompanied at the grievance hearing.
Appeal meetings
There are several benefits and scope of right for employees in the context of grievance and discipline
hearing. When an employee feel that the company has taken any disciplinary action against him/her that is
wrong then, he/she may appeal against the decision. Workers may also request to employers to conduct and
have an appeal meeting if they feel that grievance has not been resolved satisfactory. Employers are
responsible to hear their appeal without unreasonable delay. So, it can be said that employees have a right to
be accompanied at an appeal and disciplinary hearing.
A fellow worker that does not have a conflict of interest and a trade union representative qualified in order to
accompany a worker or an official employed who is employed by a union who can get to the meeting. A
conflict of interest is a situation where organisation and employees are involved in multiple interest and it leads
working against another. Breach of statutory disciplinary procedure means unfair dismissal. In this type of
situation, employees can appeal meeting if they feel that their problems related to grievance has not been solved
fairly. At this meeting employees require to prepare and told about allegation, to present a copy of employer's
disciplinary procedure, to attend disciplinary meetings and appeal.

CONCLUSION
From the above study it has been summarized that employment law played a vital role for an
organization to enforce them at their workplace. It prevents them against any lawsuits and also decrease
labour turnover within an organization. It has also shown requirements of following health and safety law at
workplace, unfair dismissal laws, maternity and family friendly employment rights etc. Further this study has
explained the importance of following all principles and requirements of discrimination law in the process of
recruitment and selection. Implied duties for employers and employees also played an important role as it
helped the company to manage working environment and employees effectively. It has also given a brief
explanation and defined the ways of settlement of cases during as well as before legal requirements in the
context of employment law. There are some ways of changing employment contracts lawfully along with
actual time and appropriate reasons. Lastly this report has shown the importance of having proper knowledge
and scope of the right for workers to be accompanied at serious grievance as well as discipline hearing.

REFERENCES
Books and Journals:
Adams, E.M., 2016. Human rights at work: PhEmployment Law United Kingdomysical standards for
employment and human rights law. Applied physiology, nutrition, and metabolism. 41(6). pp. S63-S73.
Bagenstos, S.R., 2019. Consent, Coercion, and Employment Law. Coercion, and Employment Law (August 2,
2019).
Cabrelli, D., 2016. Employment Law in Context. Oxford University Press.
Chassagnon, V. and Baudry, B., 2016. American versus French labor and employment law: a critical review of
the analysis of employment relationship in contract economic theories.
Clifasefi, S.L., Lonczak, H.S. and Collins, S.E., 2017. Seattle’s Law Enforcement Assisted Diversion (LEAD)
program: Within-subjects changes on housing, employment, and income/benefits outcomes and
associations with recidivism. Crime & Delinquency. 63(4). pp.429-445.
Estlund, C., 2018. What Should We Do After Work? Automation and Employment Law. YALE LJ.128. p.254.
Floyd, L., Steenson, W., Coulthard, A., Williams, D. and Pickering, A.C., 2017. Employment, Labour and
Industrial Law in Australia. Cambridge University Press.
Haas III, W.M., Martin, W., Jonathan, I.I., Peters, A.K. and Upson, P.A., 2018. Labor and Employment
Law. Mercer L. Rev. 70. p.125.
Harten, N., 2016. Disability and the employer's duty-a comparison with Ontario, Canada: employment
law. Without Prejudice. 16(7). pp.9-12.
Hawkins, N.D., 2019. Mentor: A Call for Christ-Followers to Practice Labor and Employment Law. Christian Law.
15. p.9.
Kavanagh, M. and McRae, E., 2017. Employment law: Protecting vulnerable workers amendment to fair work
act. Governance Directions. 69(4). p.241.
Kirchner, J. and Morgenroth, S., 2018. Executive Summary: German Employment and Labour Law. In Key
aspects of German employment and labour law (pp. 1-23). Springer, Berlin, Heidelberg.
Martin, W and et.al., 2016. Labor and Employment Law. Mercer L. Rev. 68. p.1061.
McGinley, A.C., 2016. Employment Law Considerations for Law Schools Hiring Legal Writing Professors. J. Legal
Educ. 66. p.585.

Milligan, J., Oppenheimer, D., Ross, B. and Sagafi, M., 2017. Looking Toward the Future: Different Avenues for
Attacking Employment Discrimination.
Monotti, A.L., 2018. Employment Law and Intellectual Property Law–Attempts to Resolve Issues at the Points
of Convergence. In Employment Law and Intellectual Property Law. Edward Elgar Publishing Limited.
Morrison, K., 2019. HR Theory and Employment Law. In Management for Scientists (pp. 129-145). Emerald
Publishing Limited.
Smedley, D. and Rayment, A., 2019. Recent noteworthy cases related to employment law. British journal of
community nursing. 24(2). pp.89-91.
Statkienė, E. and Granickas, V., 2017. ADMINISTRATIVE AND CRIMINAL LIABILITY IN THE CASE OF ILLEGAL
EMPLOYMENT. Journal of Management. (2). p.31.
Strandh, M. and Högberg, B., 2017. III Results from EU-SILC Longitudinal Analy-sis: The relationship between
Labour Law, Education Systems and the Transition Probability from Temporary Employment to
Permanent Employment among Youth. Medium-term socio-economic consequences of insecure labour
market positions, p.43.
Thompson, G and et.al., 2016. Surviving the Storm 2016: Employee Benefit Compliance & Employment Law
Update.
Walsh, D.J., 2015. Employment law for human resource practice. Nelson Education.
Wilson, J. and Pender, K., 2018. Tolling bells and upas trees: Non-perpetrator liability in employment
law. Ethos: Official Publication of the Law Society of the Australian Capital Territory. (247). p.32.
Online:
Eligibility for maternity and paternity leave. 2019. [ONLINE]. Available
through. : <https://www.mygov.scot/maternity-paternity-parental-leave/>
Employment Law United Kingdom. 2019. [ONLINE]. Available through:
<https://www.expatica.com/uk/employment/employment-law/uk-labour-law-employment-contracts-
and-wages-in-the-uk-104501/>.
Roles Played by UK Tribunal Court. 2018. [ONLINE]. Available through:
<https://toughnickel.com/business/Roles-and-Responsibilities-of-an-Employment-Tribunal>.
Relevant case for unfair dismissal law. 2019. [ONLINE]. Available
through. :<https://www.personneltoday.com/hr/pregnancy-working-hours-unfair-dismissal-claim/>.

Relevant case for health and safety law. 2016. [ONLINE]. Available
through. :<https://www.icaew.com/archive/library/subject-gateways/law/legal-alert/2016-03/case-law-
employer-liable-for-health-and-safety-risks>.