Employment Law and Company Law of United Kingdom

EMPLOYMENT LAW
AND
COMPANY LAW
OF
UNITED KINGDOM

Table of content
Introduction
Broad historical structure of Employment Act in United Kingdom........................3
Employment Act favours employees or employers................................................4
Fundamental features of the formation of the company in the United Kingdom....5
Conclusion..............................................................................................................8
References...............................................................................................................9

Introduction:
The employment law of United Kingdom is an act that provides rules and regulations for
both employees and the employers which protects them from all the frauds and miss happening
within the organization. It is to keep the rights of employee safe and protected and also guarding the
interest of the employers , which leads to a healthy relationship between both the parties in the
contract of employment. The company law or the corporate law of the United Kingdom is to
provide the best working environment in the society. In this report the broad historical structure of
UK employment law is discussed and likewise the important characteristic that support in the
arrangement of the company in the United Kingdom and even state whether the employment act
favours the employees or the employers.
Task 1
Cover the wide historical construction of UK Employment Law and point who you think UK
Employment Law favor – either employers or employees
The Employment Rights act of the United Kingdom came into force on 22nd May, 1996, the
act was enacted by the Queens most excellent Majesty and along with Lords Spiritual and Temporal
and commons advice and consent. The ERA, consists of 15 parts with 245 sections and 3 schedules
which deals with the rights of the workers, employees and the employers of the organisations.
The act is based on three main sources which are :
1. The common law which deals with the relationship of the employer and the employee, it a
law of contract, the contract between both the parties usually should in a form of written
statement.
2. Second source is the Statute,the following are the main employment law statutes namely
equal pay act. 1970, health & safety at work etc. Act 1974, sexual discrimination act. 1975,
race relations act 1976, trade union and labour relations (Consolidation) act. 1992, disability
discrimination act. 1995, employment tribunals act. 1996, employment rights act 1996,
public interest disclosure act. 1998, data protection act. 1998, national minimum wage act.
1998, human rights act. 1998, employment relations act. 1999, employment act. 2002,
employment relations act 2004,disability discrimination act 2005.(Johnstone,et.al,. 2021.)