Employment Law in UK: Case Studies on Implied Contracts and Religious Discrimination

Unit Employment Law
LAW012

Table of Contents
INTRODUCTION ..........................................................................................................................2
MAIN BODY...................................................................................................................................3
Rhidian Welsh.............................................................................................................................3
Helena Bailey..............................................................................................................................6
CONCLUSION ...............................................................................................................................8
REFERENCES:.............................................................................................................................10
Books and Journals:..................................................................................................................10
INTRODUCTION
In current scenario UK has in an average more than 4 million companies which employs
approximately 21 million employees. The country has designed its employment laws in such a
way as to ensure that both the employers and employees are equally protected through the law.
In order to continue growing and running their day to day business, it is very significant for
employers to get a hold with major employment legislations of UK(Adams, Freedman and
Prassl, 2018). The very basic aim of such laws is to ascertain the responsibilities of both
employer as well as employee towards each other and to the business as well as this helps in
continuing the relationship fair to both the parties.

Such as for example, Employment Rights Act of 1996, covers all the rights of the employees
related with unfair dismissal, maternity and paternity leaves, redundancy,etc. This act is a
replacement of the obsolete labour laws of the United Kingdom. Further Equality Act of 2010,
protects employees from the discrimination on the basis of race, gender, disability, hierarchy, etc.
against and among candidates. Also the employee is entitled to get protection under Health and
Safety at work Act 1974 from the moment as soon as he enters the premises in order to ensure a
safe working environment. The following report will cover the two distinct case studies where it
will address the issues arising in the given case scenarios. Further it will help in knowing the
different concepts of the employment law of UK with their postulation in each of the case
studies.
MAIN BODY
Rhidian Welsh
Rhidian Welsh is working on a fruits and vegetable stall in the market from 6 months. He was
working for 6 hours per day from. He use to receive 180 pounds as a payment for every week.
He has provided an application for a mortgage with his wife in a bank named Extortion Bank
Limited. The bank asked him to show the payment slips of 3 months for the reinforcement the
application. But Rhidian was unable to provide the payment slips to the bank because till date he
did not received any of the slips. He then had a conversation regarding this with his employer ,
Jamie, who ignored him by saying that he has no free time to answer his nonsense queries. Now
after this he was afraid to ask his employer one more time about the payslips, that he might lose
his temper which will result in the termination of his employment. In accordance with the first
case study, the issues can be framed as-
 Whether the formation of the employment contract can be made in oral or implied
form?
With respect to the first issue, it has to be determined that whether Rhidian comes under the
definition of 'Employee' or not. According to Section 230 of the Employment Rights Act 1996,
an employee is a person who has entered into an activity associated to the employment contract
which can be expressed or implied and oral or written, with the employer who runs that
particular business. With respect to the above definition, it can be said that Rhidian comes under
the ambit of the definition of an employee(Amos, 2021). He can be governed under the