Impact of Employment Laws on HRM

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Employment Laws and Their Impact on HRM...........................................................................3
Trade Union and Workplace Representation...............................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
One of the primary functions of the Human Resource Management (HRM) department of
any business organisation relates to the implementation and adherence of the business
organisation to the numerous employee laws that are mandated by local and national authorities
with the intention to safeguarding the employees of these business organisations from threats,
harassment, discrimination and abuse at workplace (Guerin and Barreiro, 2016). This report
evaluates the key elements of employee legislations and their impact on decision making of
HRM.
MAIN BODY
Employment Laws and Their Impact on HRM
There are various legally mandated employee laws which the HRM of a business
organisation needs to ensure and implement within the workplace in order to operate legally in
the industries and possess a motivated and satisfied workforce capable of operating at optimum
performance and efficiency, such as:
Health and Safety Act 1974: This legally mandated employee law ensures that employees of a
business organisation are provided with a safe and healthy working environment that does not
endanger their health or safety in any possible way. Through this act, it is the duty of a business’s
HRM to ensure that they provide the business’s employees with a safe and healthy working
environment and also provide them will all necessary safety tools required for their operations
(Subramanian and Megginson, 2018). In case lapses are found in the HRM’s ability to
implement the Health and Safety Act 1974, which result in harm caused to any employee of the
business, then the business has to pay the employee significant reimbursements and also enables
the employee to drag the business to legislative courts for justice, which is immensely bad for the
business’s operations and brand value and reputation. This is why this employee law has a
significant impact on the operations of HRM, as they have to effectively train and educate their
workforce on the safe operational methods which guarantee the safety of all employees.