Managing Employment Relations

MANAGING EMPLOYMENT
RELATIONS
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Table of Contents
INTRODUCTION...........................................................................................................................2
Question 1........................................................................................................................................2
Whether changes comply with current employment legislation and its impact upon staffs. .2
Question 2........................................................................................................................................4
Whether OHF fulfil legal necessities in light of recent changes to NMW and existence of
dependent contractor IR 35 status..........................................................................................4
Question 3........................................................................................................................................5
Suggestion to whether Mr Khoo has any legal grounds for dismissing Dino........................5
Question 4........................................................................................................................................7
Human resource tactics and policies place to avoid worker dress code discrepancies..........7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10
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INTRODUCTION
Employment relations refer to organizational attempts and hard work to manage relations
or collaboration between employees and employers. In order to manage employee relationship
between them, company’s efforts a lot and use ranges of options, which are quite beneficial for
growth and success of a venture. The current assignment will be based on Organic Health Foods,
which is one of the best retailers in the United Kingdom. This study will base on four different
questions, question one will explain changes comply with current employment rule and its
impact on staff. Question two will define fulfilment of legal requirements in light of current
changes to national minimum wage. This report will explain suggestions need for chosen
company to legally complaint. Furthermore, question three it will describe dino’s legal
employment rights and will also clarify human resource policies and tactics place to avoid
workers dress code discrepancies and its reasons.
Question 1
Whether changes comply with current employment legislation and its impact upon staffs
Director of Organic Health Foods Peter Khoo has changed employment contracts
according to which he provide facilities to staff for example, cater only one month paid leave to
those who are on maternity leave. Not only this one he decided that paternity leave could only be
taken as yearly leave and no staff would be paid during lockdown. All these three modifications
are not complied with current employment legislation at all because it indicates unethical
practices conducted by Peter Khoo in context of his workers. According to employment law,
Webb V EMO Air Cargo (UK) Ltd (No2) 1994 C-32/93, employer would not conduct any
unethical or discriminate activity against a pregnant women just like above one. Accordant to
Maternity benefit Act, 1961, employees could take up to 52 weeks maternity leave without
taking too much stress in context of pay by employer (Buch, 2019). Statutory maternity pay is
paid to women workers for up to 39 weeks; they get 90% of their average weekly incomes for
starting 6 weeks.
Furthermore, the second term of Organic Health Foods director is also not comply with
employment legislation because according to current paternity and Adoption leave laws and
regulations 2002, eligible workers should take either one or two consecutive weeks leave within
56 days of a placement for adoption or child’s birth (Foubert, 2017). Accordant to this law, staff
should continuously employed for a duration of 26 weeks up to any day in qualifying days which
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is 15th week before expect time of child birth. Furthermore, those workers who provide written
notification to employer in regard to take paternity leave would be eligible for it in the United
Kingdom.
In context of third change, Covid 19 is one of the biggest pandemics in the world that
impact whole world. Because of it governments in all nations has take decision to apply
lockdown rule during which they decide that staff who work in a company would paid by his or
her employers. It is totally opposite to Peter Khoo staff contract as he decides to not pay anyone
during lockdown session.
Changes in staff contracts impact on workers-
As discussed above, directors of OHF Company has made there different changes within
staff or employment agreement, which would put negative impact on his 50 employees include
sales person, administrative staff, drivers, cashiers and cleaners as well. It will affect negatively
upon his or her performance and behaviour which will leads to decrease sales and productivity of
chosen firm.
Suggestions-
Organic Health Foods and its management should comply polices and rules within its
staff contracts which is quite beneficial for business, director and workers in term of increasing
productivity and performance as well as profitability even better than last few years or months.
Organization will assure legal compliances by providing maternity leaves according to above
discussion law and policies which enable its management to retain skilled and talented women’s
who are working for them and able to contributes in gaining competitive advantages (Atkinson,
2017). Furthermore, along with this one company must provide 15 days paternity leaves to
female workers. It should be provided to staffs who have less than two new born children. It
could avail for 15 days either earlier than or within 183 days from date of child birth. Organic
Health Foods and its directors must change terms and conditions of staff contracts again
according to pay laws which make them capable to reduce risk in form of high employee
turnover. In additional, firm should continue to pay salary of workers for hours he or she work
during lockdown, but for hours not performed, employer and government within UK would each
pay on third of its equal salary (COVID-19: Guidance for Employers in the UK, 2020). Company
and its administration should comply and follow guidance stated by local or national authority in
context of employers in nation. Firm must follow and respect the decision take by UK
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