A Report on Employment Law under UK Legislation
Added on 2023-06-10
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Running head: A REPORT ON EMPLOYMENT LAW UNDER UK LEGISLATION
A Report on Employment Law under UK Legislation
Name of the Student
Name of the University
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A Report on Employment Law under UK Legislation
Name of the Student
Name of the University
Author note
1A REPORT ON EMPLOYMENT LAW UNDER UK LEGISLATION
Executive Summary
The aim of this report is to investigate the appropriate application of Employment Laws and
Legal Proceedings in the organisational framework of Carling UK Ltd. Several Acts,
Amendments, Litigation and Provisions in lieu of the Contract of Employment are taken into
account. The case is critically analysed based on those provisions. The report concludes with
the essence that the HR Managers is partially incompetent in their people management skills
which causes certain level of disruption within the organisation and brings it to the verge of
closure. It is recommended that Carling should legally and ethically justify its decisions
pertaining to recruitment and termination which can improve its organisational culture and
keep its market goodwill intact.
Executive Summary
The aim of this report is to investigate the appropriate application of Employment Laws and
Legal Proceedings in the organisational framework of Carling UK Ltd. Several Acts,
Amendments, Litigation and Provisions in lieu of the Contract of Employment are taken into
account. The case is critically analysed based on those provisions. The report concludes with
the essence that the HR Managers is partially incompetent in their people management skills
which causes certain level of disruption within the organisation and brings it to the verge of
closure. It is recommended that Carling should legally and ethically justify its decisions
pertaining to recruitment and termination which can improve its organisational culture and
keep its market goodwill intact.
2A REPORT ON EMPLOYMENT LAW UNDER UK LEGISLATION
Table of Contents
Introduction................................................................................................................................3
Overview of Employment Law and of Contract of Employment..........................................3
Discussion..................................................................................................................................4
The Urgency of Legal Concerns at Newcastle Care Home...................................................4
Critical Evaluation of the Employer-Employee Disputes in Carling Ltd. UK......................5
Practical Measures to Advocate Equality in Carling.............................................................7
Legal Considerations to be made before Liquidating a Company.........................................9
Conclusion................................................................................................................................10
Recommendation......................................................................................................................10
References................................................................................................................................12
Table of Contents
Introduction................................................................................................................................3
Overview of Employment Law and of Contract of Employment..........................................3
Discussion..................................................................................................................................4
The Urgency of Legal Concerns at Newcastle Care Home...................................................4
Critical Evaluation of the Employer-Employee Disputes in Carling Ltd. UK......................5
Practical Measures to Advocate Equality in Carling.............................................................7
Legal Considerations to be made before Liquidating a Company.........................................9
Conclusion................................................................................................................................10
Recommendation......................................................................................................................10
References................................................................................................................................12
3A REPORT ON EMPLOYMENT LAW UNDER UK LEGISLATION
Introduction
Overview of Employment Law and of Contract of Employment
In the United Kingdom, the laws governing Employment Terms and Conditions
consist of a close interrelation of activities of three groups: the Employers, the Employees
and the Trade Unions. The basic objectives pertaining to Statutory Employment Laws apply
to all employees equally. The HR Policies relevant to a specific business are clearly set out in
the form of an Employee Handbook which needs to be followed. UK ensures that the
employees within its geographical borders are protected by clear regulations that guarantee
them job security. These laws include The National Minimum Wage Act 1998, The
Employment Rights Act 1996, The Working Time Regulations 1998, and The Pensions
Act 2008 (Griffith and Macartney 2014). All these laws strive to provide the employees with
fair occupational standards and fundamental sanctuary for survival. In UK, when an
individual enters into employment with any organisation, he or she is bound by certain
contracts which are mutually benefitting to both the employee and the enterprise. The
components of such contracts include the employee’s personal details; work details like
place, designation, working hours, salary and leaves. It also comprise of the probation period,
notice period and the disciplinary and grievance policies integrated within the organisational
framework. The following report outlines the specific HR and Legal policies that guided the
administration and employment relations in Carling UK Ltd. It also analyses the quality of
competence and discourse of the superior governing body when the organisation was met
with critical employment issues (Dessaint, Golubov and Volpin 2017).
Introduction
Overview of Employment Law and of Contract of Employment
In the United Kingdom, the laws governing Employment Terms and Conditions
consist of a close interrelation of activities of three groups: the Employers, the Employees
and the Trade Unions. The basic objectives pertaining to Statutory Employment Laws apply
to all employees equally. The HR Policies relevant to a specific business are clearly set out in
the form of an Employee Handbook which needs to be followed. UK ensures that the
employees within its geographical borders are protected by clear regulations that guarantee
them job security. These laws include The National Minimum Wage Act 1998, The
Employment Rights Act 1996, The Working Time Regulations 1998, and The Pensions
Act 2008 (Griffith and Macartney 2014). All these laws strive to provide the employees with
fair occupational standards and fundamental sanctuary for survival. In UK, when an
individual enters into employment with any organisation, he or she is bound by certain
contracts which are mutually benefitting to both the employee and the enterprise. The
components of such contracts include the employee’s personal details; work details like
place, designation, working hours, salary and leaves. It also comprise of the probation period,
notice period and the disciplinary and grievance policies integrated within the organisational
framework. The following report outlines the specific HR and Legal policies that guided the
administration and employment relations in Carling UK Ltd. It also analyses the quality of
competence and discourse of the superior governing body when the organisation was met
with critical employment issues (Dessaint, Golubov and Volpin 2017).
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