Managing the Employment Relationship

Managing the
Employment
Relationship

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Question 1:..............................................................................................................................3
Question 2:..............................................................................................................................5
Question 3:..............................................................................................................................6
Question 4:..............................................................................................................................8
CONCLUSION..............................................................................................................................11
REFERNCES.................................................................................................................................12

INTRODUCTION
The company attains benefits when it has good and healthy employment relationship. It
results into the effective teams in the workplace where employer and employee respect each
other. Another benefits of healthy relationship include the innovation and creativity in the
workplace along with the ability to meet company’s objectives effectively and efficiently.
Further employment relations help to focus on the opportunities rather than wasting time and
energy on solving disputes associated with poor employment relationships (Broecke, Forti and
Vandeweyer, 2017).
The Employment law exists in order to solve disputes and maintain good relations between
employer and employees. Employment legislation ensures impartial rules and regulations are
adhered by the organisation. The absence of employment legislation results into unfavourable
treatment by employers in the workplace. Thus, aims to provide legal protection to employees
against ill treatment of employers. The report examines the questions based on case scenario
accompanied by the advice on Human Resource issues arising in the company.
MAIN BODY
Question 1:
In order to attain organisational goals effectively it is essential to maintain good and
healthy employment relationship in the workplace. The Employment Law helps to govern
employment relationships including trade unions. The law protect and also facilitates the rights
to the employees. In simple words, workplace laws helps in remedying the employees from the
unfavourable treatment of employers in the workplace (Hegewisch and Mayne, 2017). The
employment legislations covers the wide range of issues, some of them are as follows:-
 Racial Discrimination
 Dismissal grievances of the employee
 Maternity Leave
 Working hours
 Equal pay
 Minimum wage
According to the stated case scenario Peter Khoo, the director of Organic Health Food (OHF)
has changed some of the staff contracts which caused issues against the current employment

legislation. The alteration created adverse impact on the employees as the change was not in
accordance with the employment legislation. Such impact enshrines the bad and unhealthy
employment relations which will likely affect the culture and values of the organisation. The
adverse changes in the employment contracts will led to decline in trust and faith of employees.
In the case of Kumar Singh, who devoted his work to the store for one year was told to
remove his turban, which is required for Sikh belief and to wear hair net. This alteration in the
contract is against the employment legislation. Further not in accordance with the Equality Act,
2010, which is one of the important piece of the employment legislation. The act aims to prevent
discrimination in the workplace and in the recruitment process. It protects from the employers
who use the employee’s protected characteristics as a reason against them for making workplace
decisions. Further the act prohibits unlawful discrimination, victimisation and harassment of
social groups in the workplace. Sikhs are defined as religious and ethnic group and need to be
protected from racial and religious discrimination. Wearing the turban is the utmost requirement
for Sikh belief and thus, refusing employee to wear turban is considered as direct racial
discrimination which will not devise healthy employment relations (Malos and et. al., 2018).
Another case in which Chloe Chan who is pregnant is denied by her employer to take
maternity leave and further stated that there is not such maternity leave stated in the contract.
The Maternity and Parental Leave etc. Regulations 1999, is one of the employment legislation
which ensures the rights to maternity and parental leave for the employees in the United
Kingdom. If such rights are not enshrined in the contract, the employees still can retain the rights
by law. Not entitling the maternity leave construes adverse impact on the employment relation
and also is not accordance with the employment legislation. It is unlawful to take deny or take
disciplinary action against an employee requesting maternity leave. Further the law even protects
the woman from dismissal or discharge from the employment while on maternity leave.
Not paying to the staff amid pandemic situation will also cause adverse impact on the
employment relations. According to the covid-19 guidelines the employers are obliged to
continue paying the employees unless there are contractual provisions to which the parties agree
to it. Further outlined the National Minimum Wage Act and set out new NMW rates in order to
keep it in line with pandemic situation (Greer and et. al., 2017). The company must devise
necessary steps to protect their employees in order to build strong and healthy employment
relations. Further adhering employment law will create legal framework for the organisation.