Employment Law and Relations - AS1: Blog on Employment Rights, Industrial Relations, and Health and Safety at Workplace

This blog discusses the various aspects of employment law and relations, including employment rights and duties, industrial relations theories, and health and safety regulations at the workplace. It also covers the UK Employment Law and the Health and Safety at Work Act 1974. The blog provides insights into the different theories of industrial relations, such as the Pluralist Theory, Unitarist Theory, and Radical Theory. It also discusses the importance of health and safety regulations at the workplace and the duties of employers to ensure the safety and well-being of their employees. The blog is relevant to students studying Employment Law and Relations and related courses in colleges and universities.

Employment Law and
Relations - AS1: Blog
BLOG 1

Employment rights and duties
The employment rights and duties are defined as the various responsibilities to ensure all the
employees are made aware of the various aspects which need to be conducted while doing the task
within the business organisation. it is very important to maintain a safety and healthy environment for
the employees so that they can work in a manner which does not disturb the work balance for the
employees. This is an important for the various purpose in order to maintain the decorum and the
individual also has the right (Barnard, 2020). Employment Rights Ac of 1996 aims to ensure euality
among the employees in relation to wages, working hours, paternity leave etc. It provides safety of
employees at workplace free from any kind of discrimination. The employment rights and duties are
defined as the various responsibilities to ensure all the employees are made aware of the various
aspects which need to be conducted while doing the task within the business organisation. it is very
important to maintain a safety and healthy environment for the employees so that they can work in a
manner which does not disturb the work balance for the employees.
The framework in the employment industrial relations, Includes The Pluralist Theory, which
will be pivotal into the cornerstone of comprising and collective bargaining with recognizing different
sort of heed of every individuals, Pluralism Theory acknowledges significance of conflicts and
negotiation between the management or employers and the trade union. This practice accentuate that
organizations which avail themselves with this application upfront with the principles of negotiation

and coming forward to an accommodating determination that will salsify both employers and
employees, the employers has an authority to put the solution on the table whenever there is an
conflict of interest, but sometimes there is an occurrence of a strife which can not be resolved through
the method of negotiation, this is prominently provide basic strengths to the managers.
On the contrary to it , The Unitarist Theory endured with the members of the organization
who share similar opinions and are correspondent to each other, this theory abides on the fact that the
employers and the employees share common objective, where the associates of the business adhering
their ardent loyalty. Companies who follow the steps of this approach are putting their organization
and the associates in a tight relationship which helps in patronage the paramount aim, this also keeps
the workplace healthy. The sense of antagonise in the divisions of an organisation will eventually
arrive but subsequent their approach make this a lot more easier in the matter of difference between
the hiring managers and the hired hands.
Furthermore, the fundamentals of The Radical Theory put forward that the workman and the boss of
the firm is circumscribe to have disputes as a consequence of capitalism, this theory carries out the
centre of attention to the ideology of control, which is crucial for the relations of industries and for the
connection or communication of employees and employers.
Obtaining the sight from the concept of neoliberalism, Gig Economy states as scaffolding of
legalities which is encouraging a free structure of a functioning market. Gig is the arrangement plan
for the workers which will be granting their work as an individual unit through the placements of
contractual placement, which relates to the breaking of employee prerogative notwithstanding
executive intimidation. The employment relation unitarist involves possible course of action of Gig's
work which is evaluated as go-getter deep pocket operated establishment which goes to inimical to
unification
Prescribed three important key features of gig theory economy associated with the drawn inception
of protest against the policies and the underpinning hold for the unions:
 Displeasure and enmity due to the badly off working circumstances.
 Encounter reckoning on particular platforms
 Advent of team spirit between the employees on the same platform
The role of labour in evaluating the employment relation in the purview of gig economy, the part of
employee is to impart and utilize to the highest manner their skills and maintain their productivity

through for supplying better production to the organization, the benefits which will be presented to the
employees through the locals or county laws of the land, for attaining the determined goals the major
key element in the characteristic of the employee within the scope of gig economy is the Mutual
Dependency between the employer and the employee.
The role of trade union, taking the object of gig economy into consideration, they represent the
basic troupe of workers and stand up for their rights, the course of action of the trade union is assess
by the density, the scope , the extent and the mobilization
Acording to the recent events of Brexit, the waving off the United Kingdom from the European
Union has showed it imact in a harsh manner when it comes to the aspect of bussiness but in a fruitful
paradigm, by attaing the full concrete sphere of parliamentary sovereignty and by acknowledge the
withdrawal agreement , the transition period is enough suitable for the workers in substantial scope of
the business organizations and for maintaining the relations of the employer and the employee.
There are several employment rights which are discussed below:
 Every employment has a right to be treated fairly within the organisation and it expects nit be
discriminated on the basis in gender, religion, caste, age, race, disability or any other protected
category. This is an important for the organisation to consider (Shemtob, Asanati and Majeed,
2022).
 The age discrimination is also considered as the big issue within the workplace. The
employment has a right not to be discriminated on the basis of age. However, the exceptions
are been applied on a certain job role such as police officers, fire-fighters, airplane pilots where
the certain people are requiring of a particular age group.

It is also been analysed that even the job applicants have a right when it is talked about the
interviewing process of a candidate. The federal law states that the applicant should not be
discriminated against anything. The employment has a right not be harassed which can be in any form
such as sexual harassment or any other which is based on disability. Another right employee has is the
right to privacy at workplace which means that they should be free to keep their personal possessions
at workstations or in the lockers which should be ensure that they might not get stolen at any cost.
Also, the employee has a right to privacy in any kind of telecommunications
The 1996 employment act lays out the right of the workers in United Kingdom. The original provision
of 1996 act mentions the following:
Contract employment- This means that the contract of employment should be provided within the
two months of the joining of an individual within the organisation. This is the written statement with
the various information including the job title, role and responsibilities, working hours and the
employment duration.
Rest breaks- It is been identified that under the employment act 1996 it is very important for the
employees to have the recess in between and the people who are working more than six hours 20 mins
break consecutively.

Parental leave- Under the act it is very important that the business organisation focus on such leaves
where there is compulsion of 52 weeks of maternity leave and at the time of delivery there should be
one week of paternity leave which is an important in every organisation.
Long service- It is analysed and identified that under the 1996 legislation, the person who have
worked under a single person or head for a longer duration then that person is entitled for the more
benefits within the organisation. for example, after 6 months the employee is given right to take
leaves, after 12 months the more benefits are been given to the employees (Farrell, 2017).
Notice of dismissal- Under the employment 1996 act there is the compulsory for the employer to
prior informal of the dismissal of the employees if he/ she is working more than one month with the
organisation and the same is with the employee that the person needs to notify in advance before
resigning.
Redundancy payments- Under the employment 1996 act it is defined that if the employee is been
dismissed because their job has been redundant and if they have worked for that employer for at least
two years. Then the employee is entitled to receive the sum of money in the form of redundancy pay.
There is various responsibility of the employees within the workplace and the business organisation. It
is very important and essential for the employees to work on time and prepare the daily report which
need to be informed to the senior of the management within the workplace. Another aspect which is
very much important for each individual within the workplace is to maintain the grooming and
hygiene level in the business organisation. The employee has a responsibility of using the various
resources in an effective manner so that they are nor ben damaged. The various resources which are
used by the employees such as telephones, computer etc. the employees are responsible for carrying
their behaviour within the work place where they are not allowed to be in a situation which can cause
damage to other (Khan, Ahmad and Ilyas, 2018) . This means that with the use of the alcohol or drugs
the employees have a responsibility that they should maintain the decorum of the organisation by not
creating such situations. The employees are responsible for not indulging themselves into any kind of
violence and fight which can lead to the bad image of an individual. The behaviour of the employees
plays the vital role for an individual. This is rightly said that the UK common law, provides wide
range of portection to its employees to ensure common goals are to be achieved for the profit of the
organisation.

BLOG 2
Health and Safety at Workplace
The Health and Safety is the most important regulation which is been given in Employment law. This
law is being made in order to protect the rights of the employees in the organisation and also to prevent
all the employees in the company regarding their illness and injury (Collins, 2022). In UK Employment
law there is been seen that the government as having the common law system tried to manage the Health
and Safety at Work Act 1974. This act encompasses and safeguards the right and the mental with
physical health of the workforce. The Employers will have to manage and take the reasonable care of
their employees in the workplace. As if any of the employees were not been able to manage the
undertaking then they will be liable and be resulted in the criminal prosecution and in the courts and
employment tribunals. There is needed to manage the safety and endurance and all the proper medical set
up are required in every organisation through which they can take the immediate actions in there working
and also in the worse condition of any of the employees. The employers and the managers are needed to

under taken and create a systematic approach and working through which the employees will get the
regular treatment and there is given the protection and safety to them with the immediate first aid
treatments. The employers will not only have to safeguard and protect the employees in the premises but
there is needed to give the extended duties to manage and undertake the care of the workers and also to
uphold all the nature and the general working compliance. For all such management a safe and
supervised well train staff is being needed for some of the employees who need extra care and
supervision . For an instance the disabled workers, pregnant workers, illiterate workers need to manage
and have the effective working and care by the company. The term of the contract ensure all the rights
and liabilities of the employees within the organisation. Both the parties are bound to comply with all
the term of the contract.
Evaluating the employments relation undergoing the strategies which are somehow necessary to opt ,
the strategies are mentioned below :
 Fraternalism- it is the type of administration practised which is adopted by the small scale
industries where the owner of the firm will be relying wholly on the techniques of the workers
to get the work done in a precise manner, this opted method of fraternity will the relationship
healthy and well maintained , this also enlightened equality. The carried out employment in this
sphere of fraternity is usually based on mutual agreement.
 Paternalism- it reflects a peculiar distinct nature from the fraternalism. Under this strategy, the
employer have a lower amount of dependency and the major upward bring about difference
between the management and the workman force is falling on the nerves of paternalism, this
way there will be a constituting a performance relationship which will give a rise to partake
obligations, as being opposite to the paternalism strategy, it still try at it best to accommodate to
glued up the roles in the small scale industries.
 Benevolent Autocracy- this is a situation arisen due to in the circumstances when the
employers are less contingent on the employees, this primarily counterfeit, the workforce to
limited capacity, in the most recent land of business , benevolent autocracy is to be found
mainly importance in the small scale firms, which try to maintain their stabilize power on the
workers.
Appropriate procedures and the safeguarding measures are needed to be taken through which the staff
safety is managed. All the areas where the operation and the activities are being undertaken and managed
requires to have the systematic compliance and the suitable management in relation to the instruction,

supervision and guidance (Hasanvand and Akbari, 2021). The companies are required to keep the health
record of all the employees in the written form and try to manage and consult all such policy through
which the general association and their opted nature and feature can be taken. The provisions in relation
to the sanitation of the employees regarding their washing facilities, drinking and management and all
the appropriate nature and the lightning, ventilation is needed to be managed The floor space, protection
in relation to all the falling objects, walking routes and the other important areas through which the
maintenance of the nature and their working can be made.
Management in Health and Safety at work regulation also undertaken to maintain the suitable work
Based structure and the general appropriate control to manage the potential risk with the welfare of the
employees. The employers will have certain duties in order to manage the work which are like:
 The employers will have to manage and prepare all the emergency event with their suitable
procedures.
 The training regarding the handling of the machinery and the equipment’s is being given to all
the employees.
 There is needed to manage the sufficient and the suitable assessments thorough which risk in all
the health and the safety can be presented and the welfare regarding all the operational activities.
 The employers are required to hire and appoint a competent person who will manage all the work
and the the health and safety at workplace environment.

The requirements in relation to the jheklath and surveillance are needed to be made as the employees will
be exposed to all the hazardous substances, noise, vibrations and the other noise reduction issues(
Milner, 2021). All such health and safety compliance are managed to and serves to have the
responsibility of the employers to maintain the workplace safety and also their nature and the size of the
of the business areas This act helps in protecting the rights of the employees and also in managing the
safer environment for the workforce this contemplates to adhere and focus the general areas and the
nature through which they can frame the nature and it implies to have handling the risk assessment. The
companies will be having the risk assessment through which the knowledge and the other effective
nature of working can be elaborated. The automation and the handling of all the person in the operational
activity is important and there is needed that all the health and safety at work act legislative rules and
principles should be addressed. Also, under helath and safety at work Act, 1974 ensures the healthy
wenvironment to the employees so that all are free to work in safe environment free from any disputes,
quarrels among the employees.
BLOG 3
Unfair Dismissal
In order to protect the broad interest of the labour persisting in the United Kingdom, the UK labour law
was designed as a regulatory framework through which relations are maintained and controlled between
employers, paid labour force and their respectable trade unions. This particular branch of law contains an
borrows from multiple other acts which provide several rights to workers such as promise of payment of
minimum wage which is 9.50 pounds from April 2022 according to National Minimum Wage Act, 1998,
fixed amount of paid holiday leaves worth 28 days and limiting long and stressful work hours among
other benefits which are specifically designed to protect them from predatory approaches and practices
that exist in many corporate workplaces even in the current capitalistic and business driven landscape.
Among other very important part of the UK labour law is Unfair Dismissal which states that in any case
by whose result a job position of any employee is in line of termination or firing, the employers must
analyse and display ethical and morally correct behaviour towards their employees and provide them a
fair trial with no bias before taking their jobs away from them (Reynolds, 2020). This important aspect

is fully supplemented and backed by the Employees Rights Act, 1996 which states that before the
eventual dismissal arrives for any worker, they must be given a proper platform, time and reasons for the
firing and their defence must be adhered attention to. The concept of Unfair Dismissal ultimately boils
down to the fact that successful termination of any employee’s job can only occur if the reasoning behind
it holds weight upon critical analysis by the tribunal and other authorities like the concerned trade unions
and only if the employer in question follow the right and lawful process dedicated in the UK labour law
along with acting lawful towards employees they terminate.
British circumference of the originating of the employments laws , will be vindicating of the borderlines of the
preposition which will exclusively aggregated on the structure of relations of the employers and the employees,
the benefits started flowing and the changed were made in the directives of the states laws time to time. The
progression of the contracts of employment and the economic reality.
The next legislation which is prescribes by the legislation of the parliament is the Common Law, the
source of the economy which is obtained by the British Government.
The occurrence of the welfarism in the state and the extended subject matter of the constitutional compulsion is
taking away the regulations of employment on the entirely different cinder track.
Moreover there is majority of involvement of the civil laws which evidently brings out the information about the
contrasts of the employments which is dealt under this law, the formation which is adopted is explicit and later
becomes the testimonial of the new mattered labour laws.
The latest essential indications as an refurbish statements in the employment law granted by the British
Parliament :
 The authority has introduced to broaden the ban on the individuality of the contracts, which
prevents the employees from taking any other particular work from other hiring managers. This
uncommonness method is presented by the government to put increase the chances of the lower
earned income workers to get on the platform of other companies and earn more.
 In the enunciation by the Queen of the land, the government will be drawing the plans which are
made by the legislative, which most certainly did not include the employments laws , which is
indeed put a large mark on the crowds of the workers sector.
 The regulating management of government interposed a new inception the Labour Markets of
United Kingdom, introduction of this review, namely as Future of Work, putting a belonging of
commitment , it will show a betterment done by government in the sector of employment and for
the employees and the employer, which will be fitted for the future and the overpowering
challenges which will,be faced by the labour market.
 Disappropriate dismissal due to Covid 19, this pandemic many have lost their lives and many have
lost their jobs , even looking at this how unfortunate is this, the tribunal in regard to the labour will

be looking after for the cases of Automated Wrongful Termination.
 False comment or harassment an individual over the baldness will be considered as heinous as
sexual harassment offence at workplace.
According to the theory of Dunlop, the postulates given by him into the industrial relations putting out
the major pivotal of this theory states to the three types of troupes, such as
 Workers and their industries.
 Employers and the organizations
 respective authorities of the governments which are concerned with the surrounding of the
workplace and their workers accordingly.
there are formulated regulations included in an community of employees and their workplace
environments , which has deferred substructure:
 Directives
 Contracts
 Orders
 Decrees
 Legislative regulations
 Programmed policies
 Traditions
 Valuable Practices
According to the Unfair Dismissal which is stated in the UK labour law, the termination which is
received or planned can be declared unlawful if it violates certain conditions laid out in the law. The
firing is automatically declared as void and unlawful if the employer did not provide a fair reasoning well
in advance before the decision to take away their job and they didn’t follow the dismissal and formal
disciplinary process written in the company’s official rulebook. Other ways in which the dismissal can be
termed as a violation of the labour laws in the UK include firing workers for asking for flexibility and
relaxation in their daily working hours, refusal to give up on fundamentals working rights such as taking
rest and breaks which were duly earned, resigned voluntarily and the notice period which was given to the
management and employers was completely legally sound, joining a trade union and other employee
welfare organizations in UK, needing time off for performing important actions such as the jury service

and participating in protests and agitations which had solid reasoning behind them as long as it lasted less
than 3 months in totality. Judicial action can also be taken against employers if they take away their staffs
jobs if they duly applied for taking paid holidays, sick leaves, paternity and maternity leaves which must
be obliged with respectfully whenever possible. Forcibly retiring somebody from the workforce and firing
someone for exposing malpractices and illegal activities in the business’s system and workplace is also
deemed as an unfair dismissal under the UK labour law (Carlson, 2018) . All this heavy legislative
process and complexities involved in terminating employee jobs has made it very hard for workplace
malpractices to get swept under the rug as workers are strongly protected against ruthless employers and
are thoroughly backed by the numerous trade unions all over the UK. It safeguard various rights within
the organisation and provides disciplinary rule and procedure to govern all the activiites realated to it.
According to the law, if the termination of any worker in any condition is considered an unfair
dismissal on the part of the employer than they can be subjected to numerous legal actions which include
reinstating the employee that they terminated with their dignity and honour restored, change their job
positions and roles and employ them someplace else in the organization and in some extreme cases of
misconduct or terminating period being long, there may be payment involved in the form of a
compensation paid to the workers who were unfairly dismissed which depends on multiple factor such as
the age, length of service and the current salary structure breakdown of the terminated personnel. Inability
to properly adhere to the tribunal’s rules to compensate or reinstate terminated employees can lead to
severe penalties and extra fines on the employers but the government has set a limit to the amount the
body can collect from such cases which causes many unlawful terminations even now as many employers
have too much money to worry about fines (Shemtob, Asanati and Majeed, 2022). Many people confuse
the concept of unfair dismissal with one that is of redundancy which are 2 separate paths that lead to the
same oath of employees losing their jobs. Unfair dismissal is concerned with unlawful termination with or
without sound reasoning but redundancies are planned and informed terminations by employers which are
done due to reducing the amount of people working currently with the reasoning of cost and personnel
reduction behind it. Due to the havoc committed by the coronavirus on UK’s businesses and factories, the
country’s labour market has been plagues by redundancies which has also led to increase in
unemployment and strained labour relations all over. Another major aspect of this concept that not many
people understand in terms of relation laws of UK is constructive dismissal which is a special kind of
unfair dismissal in which employees are forced to leave their jobs due to the actions which take place
during their length of service and because of the actions of their employees. There are plenty of reasons
due to which employees can get fed up and quit such as a sudden demotion out of nowhere for no reason
or lack of promotions and growth while being stuck in the same job role (Trammell, 2019). There are
legal provisions here as well but if the employee thinks their employers are ruining their careers, they

must quit immediately and pursue action. Thus, the UK employment law is provides vast area of legal
prtoection to its employees and set best example in governing the relation between the employer and
employees.
REFERENCES
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Ceil, C., 2020. A Case Study of Employment Right Act. Available at SSRN 3520487.

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