Employment Law in UK: Formal Process, Recruitment Laws, Advantages and Disadvantages

This report covers the formal process in parliament for employment law, laws applied for recruitment process, and the advantages and disadvantages of current employment laws in UK for employees and employers. It also discusses the tribunals for employment, legislation to be followed during recruitment, and the impact of employment laws on productivity, morale, and cost.

Questions

Table of content
INTRODUCTION...............................................................................................................................3
MAIN BODY.......................................................................................................................................3
Formal process in Parliament through which current Employment law is created...........................3
During recruitment process to fill job vacancies which Employment laws does employers comply
with....................................................................................................................................................4
Advantages and Disadvantages of current employment law in UK in context of Employees and
Employers..........................................................................................................................................5
CONCLUSION....................................................................................................................................8
REFERENCES....................................................................................................................................8

INTRODUCTION
Law is a set of regulations and principles which is being framed and established by
the community and also by authority applicable on civilians and community. This can be
applied in the form of legislation or also in custom and policies that are being recognised
through judicial decisions. UK have common law system through which they imply the
legislative rules and the actions that are being undertaken through the Parliament or by
judicial practises. Employment law is a legal system which process and make certain policies
for the management of employment relations and also to apply the legislative rules regarding
equal pay, contract for employment, working hours and many more (Brooks, 2022). This
report will cover the formal process in parliament for employment law with laws applied for
recruitment process. Further it will also provide the advantage and disadvantages for current
employment laws.
MAIN BODY
Formal process in Parliament through which current Employment law is created
UK employment law is being entitled from European law and when the departure
from the European Union is being addressed it intend to manage all the applications of you
drive employment law with the changes in the Brexit and their transactional period. As in UK
there is no written constitution it has partly written and not wholly codified laws which are
being made so all the formal process which is being elected to the Parliament in order to
make the rules are through the introduction of bill that can be imposed by two houses which
are house of lords and house of commons be different set of stages which are as follows:
 First reading: This is the introductory part where will arrive in Lords and the bill is
being named and read in chamber.
 Second reading: In this stage the meant to be it will be aligned for the purpose and
also for the issue of the bill as here the members will discuss the matter and the
specific areas which are needed to be changes and no voting will be taken
place(Jacobs, 2022).
 Committee stage: This stage will cover line by line scrutiny through which all the
amendments are being undertaken and voting is also being aligned to manage the
decided changes.
 Report stage: Here the examinations of bill is being managed through which the
changes are being framed and all the debate it areas are being considered.

 Third reading: All the loopholes are being tied up in this stage as it is the final chance
for the necessary amendments.
 Consideration for amendments: Here the bill is being drafted to the commons and
they may accept or reject it on its own place and can send it back to the Lord’s this
stage is being served from several rounds and are called as ping-pong.
 Royal assent: When the approval is being gained from both the houses and also
through the monarch then it became an act of Parliament.
Other than this there are several tribunals for employment which are being served to
administration as the first tribunal like High Court usually record all the matters and services
in relation to the agencies and the department and the employment tribunal in England and
Wales manages to tight structure through which they incorporate and manage all the benefits,
allowance and the new employment laws that are being regulated for the workers. Industrial
tribunal and a fair employment will also imply to cover the issues and the matters related to
legal disputes and they regulate all such management through legislation and the principles
that are being complied with the UK government (Menegatti, and Gyulavári, 2022).
During recruitment process to fill job vacancies which Employment laws does employers
comply with
All the companies used to apply a systematic approach through which they manage
the recruitment and selection process of the skilled and efficient employees in the company.
Every company will have to undergo and follow the rules and regulations through which they
can impose and formulate effective recruitment methods by following all the legislative rules
given by government. Employment law is merely a complex process specially for the owners
as they have to impose the UK employment legislation. Some of the main legislation which
are required to be followed by the companies in UK while recruiting employees are as
follows:
 Equality Act 2010: it is important to follow it all the employees should be treated in
equal manner and this law prohibits the discrimination of any of the candidates on the
basis of their membership of any of the nine characteristics. Through this all the
employees and the new joint members will be protected through their health and
safety laws and also no discrimination can be further seen to be made by any of the
aspects on the basis of age, disability, gender reassignment, pregnancy and maternity,
marriage in civil partnership, race that includes nationality, colour, race, belief or

religion, sexual orientation, sex as according to the equal pay for men and
women(Morgan, 2022).
 Data protection Act 2003: this includes all the storage, axis and the use of customer
or employee’s start-up. All the applicants or the employees while being recruited will
be notified at all their important details regarding to the application forms will always
be used as according to the act which implies that, information will always remain
confidential and can only be managed and undertaken by the employers for selection
and assessment. The employees giving their personal details will be recorded only if
they are being hired and their application is successful.
 Asylum and immigration act 2006: All the appropriate documents will be undertaken
as which include birth certificate, passport and other confidential matters and details
for the employees who does not have any kind of permission to live or work in UK.
So all the evidence and the approval from the UK government of the candidates will
be taken with appropriate sanction of the documents.
 Police act 1997: These are mainly all such legal requirements which are being carried
out through criminal records bureau in order to check all the employees before
recruiting them that who will be working with the vulnerable adults or children. As it
is being managed and confirmed for the candidate’s position (Muñoz-Bandala, 2022).
 Health and safety at work place 1974: All the employers will have a legal
responsibility to provide a safe working environment to the employees and also to
include and carry out all the risk assessment by providing the efficient training and all
the adequacy regarding to their safety equipment’s for the hazardous substances and
for the manual handling.
Advantages and Disadvantages of current employment law in UK in context of Employees
and Employers.
Advantages for employees in Employment law
 Training and development: all the employees generally gain the effective training for
the work and also to manage all the heavy equipment’s and the manuals. This makes
them to know about the equipment’s in a better way and also generate a confidence in
them to manage all the working technologies.
 Bonus: All the employees generally gain the rewards for their good performance in
the basis of their feedbacks and the overall working in the companies. In this the

employees generally gain confidence and motivation. this make them confident for
being working in the company.
 Health and safety obligations: all the employees generally get the safer working
environment as according to the employment act and they have the right to get the
medical treatments by the companies through which they can manage and enter go all
the welfare of health and safety. This implies to have statutory duties to the employers
and can also make the employees to get a safe system of work.
 File complaint: All the employees have the rights that they can at any time file a
complaint against the employers in case if they are not being treated fairly and are
being discriminated from any of the area or manner with a legal or ethical grounds.
Disadvantages of employees
 Discrimination: They were seen that employees are generally being discriminated on
the basis of race, sex, caste, religion and many more even when the classes are being
framed and these are generally being seen that all such business are being undertaken
by motivating the other employs more than the one who is putting extra efforts
(Pathak, 2022. ).
 Locked up situation: There is being seen that in case when the company usually face
the crisis, they terminate the employees without even asking them to manage the
working or further salaries. As at the time of pandemic Covid 19 there occurred that
several employees were being terminated from their jobs due to the failure of the
work this create an affect the life of the employees who are being managing all their
compliance and earning for their family through that work.
 Conflicts: The conflicts which usually arise in the company’s created disturbance in
the mind of the employs as that also create a communication barrier and also
demotivate them towards the working (Zhang, 2022).
 Work-Pressure: There is been noticed that employees generally face immense
pressure of working with the daily assigned task that include reduced flexibility in the
working nature that affect their life and also create dissatisfaction and demotivation in
their daily lifestyle.
Advantages to employers
 Enhance productivity and morale: The employers will give in the benefits when the
employees generally manage the systematic working and are being motivated than the

productivity in the growth of the company can there by being increased and it also
enhance the morale of the employers to make more profit and also to generate
maximum revenue for the company.
 Clarity in actions: The employers when focus and manage all the employment law
and actions they generally make them to maintain the clarity in the actions and also
make the employees to work on the same direction in part for the growth and
productivity.
 Protection from breach: No employees in the companies can do any kind of breach
by infringing any of the right in the organisation as the employment law act has
provided certain clauses through which they can immediately terminate all such
employees who are being under any of the illegal activities this mainly helps the
employers to manage their companies to be in adequate manner.
 Reduced disciplinary and legal actions: with the effective serving of employment
law act there is being reduction in the legal action in the disciplinary mood by the
employers as they undergo all the compliance and the statutory rules which are being
given by the government of UK for managing the organisations in an effective
manner.
Disadvantages to employers
 Increases cost: as the applicability of all the legislations and the rules by the
government in the organisation there is being saying that the wages to be given at a
timely manner to all the employees and also with maternity and paternity benefits are
needed to be addressed.
 Time taking: The employers will have to monitor and access all the work as in
relation to check the employees in the company that there should not be any kind of
issues which is being faced by them, all the communication is being made in a
transparent manner. The employers will also have to monitor that the employees are
being working efficiently and also regular feedbacks are to be taken for the
supervising, guidance and the general compliance( Thomas, and Baddipudi, 2022).
 Redundancy: there comes several situations in which the employers generally reduces
their workforce terminate employees from jobs which are no longer needed. When
any of the employees being dismissed from the job then they are observed to have

effect on the reputation of the organisation as the other candidates will not be willing
to work in that area as they feel that a job will not be secured.
CONCLUSION
It is concluded from the above report that law is a command and set of rules and
regulations which is being made in order to protect the rights of the individuals and the
community. Employment law is the set of rules which are being made for the organisations in
order to protect the rights of the employers and employees working in the company. The
recruitment process generally has various set of regulations and rules through which they
maintain the employment law are data protection act, equality act, police act 1997 and many
more.
REFERENCES
Brooks, T., 2022. The Trust Factor: Introduction. Brooks, Thom (2022). Introduction in The
Trust Factor. Methuen.
Jacobs, D., 2022. Book Review: Sanford M Jacoby, Labor in the Age of Finance: Pensions,
Politics, and Corporations from Deindustrialization to Dodd-Frank and Jo Carby-
Hall and Lourdes Mella Méndez (eds), Labour Law and the Gig Economy:
Challenges Posed by the Digitalisation of Labour Processes.
Menegatti, E. and Gyulavári, T., 2022. Who Regulates Employment? Trends in the Hierarchy
of Labour Law Sources. International Journal of Comparative Labour Law and
Industrial Relations, 38(1).
Morgan, B., 2022. What fresh hell? UK policies targeting homeless migrants for deportation
after Brexit and Covid-19. Critical Social Policy, 42(1), pp.150-159.
Muñoz-Bandala, J., 2022. Keynes’s Lakatosian Scientific Research Program (SRP) as
Outlined in The General Theory of Employment, Interest and Money (1936).
In Keynes’s Evolutionary Spirit (pp. 15-34). Palgrave Macmillan, Cham.

Pathak, A., 2022. Is the Employer Liable for the Employee's Wrongdoing? The Morrison
Case. SAGE Publications: SAGE Business Cases Originals.
Thomas, S.M. and Baddipudi, V., 2022. Changing Nature of Work and Employment in the
Gig Economy: The Role of Culture Building and Leadership in Sustaining
Commitment and Job Satisfaction. NHRD Network Journal, 15(1), pp.100-113.
Zhang, C., 2022. Sharing Economy: Challenges for the Labor Market and the Labor Law in
China and Globally-A Micro-Comparative Analysis of the EU, US, and
Asia. European Business Organization Law Review.