Analytical Report on Employment Relations at Organic Health Foods

Analytical Report

Table of Contents
INTRODUCTION ..........................................................................................................................3
SCENARIO 1...................................................................................................................................3
SCENARIO 2...................................................................................................................................5
SCENARIO 3...................................................................................................................................7
SCENARIO 4...................................................................................................................................8
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
The employ relations is connected with the legal assurance linkage between the
superiors and subordinates. It has existence when one person agrees to work for particular
conditions in against on basis of remuneration, leaves, illness and working environment to
establish their priority of working in the organization. It is also describing the employees as well
as employers rights & obligations towards the culture of the company. The main objective of this
relationship is to maintain the positivity, loyalty and more engagement at workplace. The major
task of the HR leader or supervisor is to provide them decent attention regards their issues such
as fair compensation, other facilities, real-life balance and resolution of their problematic
situations. By doing this, they have gained life-time guarantee of their efforts, hard work and
commitment at job (Carroll, 2018). In this particular case study, the four scenarios are defining
the employment activity at various stages for different people. As an HR consultant of Organic
Health Foods, the key conceptual situations regarding issues facing for their employment rights
such as wages, castination, annual leaves, sickness from working and reduction-able claims in
job etc. and their applicability to resolve this issue under the correct & concise legislation in the
nation.
SCENARIO 1
OHF is a retail merchant establish in Covent Garden, UK with a overall force of 50
inclusion of drivers, sales people, cashier, administrative personnel and even cleaning staff. The
executor of the company has made several contractual modification without the consent of their
subordinates. They have decided National Minimum Wage for different categories such as:
 For 16-17 years - £2.80
 For 21-24 years - £3.90
 No waging concept for freshers.
 Zero-hour workings - flat £5 per hour rate.
Key issues of this situations:
1. Minimal payoff to employees right: The director of the company has definite the lowest
salary-slab of their workers for 16-17 aged is £2.80, 21-24 years is £3.90, no benefits for

apprentice and extra time pay will be £5 per hour. But according to Government policies,
the National borderline wages of these conditions are for 16-17 is £4.62, for 21-24 is
£8.36, additional pay-rate for newly appointed is £4.30 which is much higher in against
for their efforts (Baxter, 2017). The employees of the OHF are getting lower payment
which is unacceptable because it becomes against the concept of national rules &
regulations.
2. Dissentation of contract: This is showing the un-engagement in decisions making of
working people while making agreement for their employability. In this company, the
executive-director is not giving the right to show presence and acceptance of contractual
agreeableness to their functional workers and made agreement on their own. According
to UK government policies, this is also against with the privilege of the individuals.
→ Concepual analytics of particular regulation action relate with the above issue:
Employment Rights act, 1996 : It is a United Kingdom law passed by the conventional
government for the modification in the UK labour law. It is showing the consolidation of actual
enacted adherence with the individual righteousness. It includes issues such as unfair
termination, reduction in remuneration, safety & protection of pay-offs, over time workings,
suspension etc. these all shows the presence of on the job holders at correct place & period. In
this particular study, the corporation is entitled with the two major problems which is directly
related with this law of action (Milner, 2021).
 This enactment showcase the authorised payment which should be given to each
one of individual according to their age criteria. As we seen the payment structure of the OHF
which is highly lower for their concern which is against the law. And employees should take
stand & have a right to receive the nationalistic minimal remuneration of their country's
announced. They should collect the boundryline waging system for 16-17 is £4.62, for 21-24 is
£8.36, additional pay-rate for newly appointed is £4.30 on minimum basis.
 In this, other perspective of the system is to give proper attention and wholly engagement
of the procedural contractual norms defining by the employer. But with the OHF firm,
they are not indulge other person while making any agreement, this become the 'Breach
ofEmployment Righteousness'. By this fraction, the subordinates are getting