Managing Human Resources

Managing Human
Resources

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Q1. Changes in current employment legislation and evaluate impact of employees..................1
Q2. Zak legal employment rights................................................................................................2
Question 3. How will dependent contract will change benefit received by worker in terms of
pay, sick pa as well as annual leave with implementation of Dependent Contractor IR 35
Status April 2021.........................................................................................................................4
Question 4. With increasing turnover of Staff in OHF, staff has been told that Mr. Khoo that
they are not allowed to wear any religious wear as well as Jewellery........................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
The term managing human resources defined that manager can perform their functions
efficiently and effectively for employees in an organizations (Agnihotri and Agnihotri, 2018). It
is an act which providing management functions related to human resource department. To
understand this assessment, organization organic health foods (OHF) is a retailer-based Covent
Garden with staff of 50 comprising of drivers. In this report, various topics are to be covered
which are named as changes in current employment legislation and their impact of employees,
legal employment rights, legal requirements change in NPW, recommendations and conditions
employers can prohibit religious wear.
MAIN BODY
Q1. Changes in current employment legislation and evaluate impact of employees
Current employment legislation defined that body of laws which regulates between
employers and employees (DeMott, 2018). These types of law are generally designed to protect
their workers and various issues are related by employment laws such as legal working,
discrimination and working conditions of employees. For director of OHF changes in current
employment legislation are as described below:
Right to respect for religious beliefs: Peter Khoo has changed some contracts for
Kumar Singh and they said that they could not wear turban so there is a right to religion says it is
generally recognized that there is right to wear religious symbols in workplace. The right to
freedom of religion and belief is fundamental human right to wear a turban and it is adopted by
United Nations in 1948. This act shall not be discriminated against because their religious
beliefs which include local religion because religious identity is an important workplace outcome
and it can increase their decisions in workplace when there is clearly understand about religion
valued and behaviors. Workers identities can adversely affect employee to a well-being and other
individual outcomes. The equality and human rights support their freedom of people thoughts
and their religion. It seeks that employers and employee have any issues regarding this right then
or religion based to find solutions and avoid many complex problems. For this right, employee
impact that employee should assess whether it is religion or belief are accepting or rejecting the
request under equality and human rights legislation. Employers are not expected in religion or
any issues beliefs so that they should not spend so much time and study their motivation for a
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