Protection of Employees and Employers under UK Employment Law and Corporate Social Responsibility

This essay discusses the broad structure of UK Employment Law and who it favors, the protection provided to employees and employers, and the extent to which corporations take Corporate Social Responsibility seriously. It also covers the importance of CSR in enhancing brand image, employee retention, and investor funding.

Individual Essay

Table of Contents
INTRODUCTION .........................................................................................................................................................2
TASK .............................................................................................................................................................................3
CONCLUSION ..............................................................................................................................................................7
REFERENCES................................................................................................................................................................9
INTRODUCTION
Business Law of UK, also known as Company Law (2006) is the establishment of the
corporate governance for the individual of the companies, the associated reformed acts with the
company law include The Companies Audit, Investigations and Community Enterprise Act,2004
and the Company Act of 1989, 1986. the components which are not related to the 2006 Acts, can
be integrated with the enterprise and investigation act. In the sphere of business law, various by-
laws are added like taxation laws, employment laws, contracts, intellectual property rights, and
bankruptcy codes. It is aimed at the maintaining the structure within which the format of legal or
partially legal business can be carried out (Holden,Baker III,2019).
The symbolic explanatory activities which are comprised in this '06 Acts, are as follows; A
discretionary embodied statements for directors' duties, incitement for enforcing communication
with the shareholders, and providing protection for the liability. Business laws enclose all the
laws mandate the laid-out ways on how to run a business or form an organization in the United
Kingdom, it contains the procedural regulations on how to govern industries, protecting the
relationship, in respect with the new directives of Brexit and the established ordinances which
organizations must follow, furthermore perceiving the laws of employment, the stratification of

individuals is done namely by employees, workers or contracts working independently. This
essay below will describe the protection provided to the employees and employers under the
employment laws of the UK and the magnitude to which an organization will take on Corporate
Social Responsibility.
TASK
1.1. Discuss the broad structure of UK Employment Law and indicate who you
think UK Employment Law favours – either employers or employees
The employment rights of Great Britain are covered under two parts, the statutory rights
and the contractual rights (Metcalf,2018). The derivation for the contractual rights of an
individual be it a worker or an employee can be attained by the employment contracts of that
individual discussed with the employer, whereas the statutory rights of an individual (worker or
employee) are procured under the legislation of the UK, These rights are reinforced by the
fundamentals of common laws whose phenomena is acquired by the case laws given out by the
court of law, it comprehends the duty of care which is owned by the employer towards its
employee, withholding the conditions of the trust managed and the confidence, despite the fact
that the rights are assorted, independent contractors have no employment rights, workers are
restricted to the partial amount of rights, the majority gained asserted privileges are fitted out for
the employees. The distinguished dimensions which are taken inside of the pyramid of
employment laws are the contractual obligations arising between the employer and the
employee, employment operating hours, the holidays and personal day-off, precautions and
healthcare, and social care (race, caste, gender, creed), data protection laws for an individual,
gender and religion equality, sexual orientation laws.
Most cases in regard to employment laws are pushed to the court because of the dispute between
the employer and the employee, the case will be presented in the employment tribunal, where
there will be an attempt to straighten out the disagreement between the executive of the business
and the hired hand. Moreover, the termination procedure when followed correctly then the issues
of liability are avoided, the laws relating to discrimination and whistle-blowing have a great
impact, it has the abundance in stipulating protection in the workplace, attaining the claims

brought in the tribunals, and the compensation which is primarily based on the fiduciary loss.
Even though the representation of the workplace is becoming more general. the sources of
employment law are derived from the common law which is the custom and practices of the
court decision, and the employment legislation which is integrated by the common law
regulations and European law (Gammage, Stevanovic, 2019).
There are some key enactments that are embodied in The Employment Law of the UK, these
laws remind the employer and the employee of their responsibilities and rights, which cannot be
overlooked unwittingly, these ordinances are, The Employment Rights Act 1996, National
Minimum Wages Act 1998, The Employment Relations Act 1999, The Maternity and Parental
Leave Regulations 1999, Prevention of Less Favorable Treatment Regulation 2000, Transfer of
Undertaking Regulations 2006, The Equality Act 2010 and The Agency Workers Regulations
2010.
Altogether, the principle governing action in regard to employment will advocate a broad
spectrum of impediments related to the work process as well as the surroundings of work,
avoiding the toxic work culture is also crucial for a healthy work-life balance, which will later
come as a mental health challenge in the workplace, it also includes;
The issues related to age discrimination, the hindrance of bullying and harassment, workplace
sexual harassment, disability, discrimination based on race, religion, sexuality, or gender,
providing equal wages, termination or dismissal, contracts of employment, holiday pay, parental
leaves, maternity leaves, verbosity, and balanced working hours.
The fundamental laws of employment are considered as the need of the hour, as the objective of
the act is to correct the balance of power between the worker and the employer, the management
must go hand in hand with the hired individuals, and there should be precise guidelines or error-
free clauses in the agreements for both the parties working under the organizations to offer them
with protections and safeguarding their functioning culture to make it more dynamic.
The quality aspect of labour laws being of great significance cannot be disregarded, it has
provided the foundation for the running economic structure of the country.
Abstracting the appreciated conduct of our esteemed society which held the core values of
‘equality for all, if in any scenario a business, industry, or entity tries to infringe this ideology,

can possibly face mortifying consequences through penalties and legal actions, it is essential to
quote, that the business should do provide the best for both the job seeker and the job handler.
The simplest way to achieve the goals for fulfilling the conventions mentioned, one is advised to
take support the documentation, which includes, The Offer Letter for The Employee, which
holds requirements between the two, the detailed company, the structure of privileges and have
legal significance ((Wright, Groutsis, Kaabel,2022).
The Agreement, a legal binding document enacted fir the safeguarding the rights of both the
parties, contains the duties, rights, and obligations, the non-disclosure agreement,
Handbook (Manual for Employees), codifies to educate the workers about the value,
expectations, and course of actions of the company, formation for when an individual can be
held accountable,
The Letter of Termination is considered the concluding final chronicle of the company, it
contains the reason for dismissal and the crucial details of the ending day.
Most of the doctrines of the employment laws have been revolutionized from the determined
statues to the pass by years of tightly knitted jurisprudence has definitely uplifted the purveying
arrangements for the employees, it has also escalated the standard of the legislation which is no
more depicting illogically, Our court of law (the employment tribunals) is steadily improving the
laws likely in a manner which is in the area of interests for the employees, and the protect the
ladder for their developments. It is also putting an end to the excessive bargaining power
between the employer and the employer which most certainly creates inequality.
2. Discuss the extent to which corporations take Corporate Social Responsibility
Seriously

The organization structure which is practising corporate social responsibility is directly
aiming to enhance their economical values, the environment of their workplace, and the
indulging communities (Lansbury,Bamber,2020).
CSR is a social advancement formulation that entitles self-regulation, infusing a reflection of
accountability in the following business and contributing a diligent dedication to the welfare of
the associations and society through a variety of health conditions and social security courses of
action. It performs a pivotal character in developing the brand image of the company, which
attracts customers, and employees and grants growth in the funding which results in inclusive
accompaniments for the business.
The foremost step for achieving the triumph will make the company carry out initiatives,
for the beginning of the development, an organization must apply four types of vital CSR efforts
for stirring progress, which are, Initiatives for Surroundings, Charity Work, Ethical Labour
Deeds, and In Effect Volunteering Projects.
Defining business in terms is a difficult task, it can not be limited to just endeavours, growth,
profit measures, and the brand identity, In recent times, business does follow the theory of
Utilitarianism, this theory of morality that stipulates increasing the happiness and decrease the
sadness, Moreover, the present judging grounds for the corporate world is by their customers,
their employees and their shareholders, it also does take in the course the impacts a business in
putting on the environment, economy and the social aspects. The practice of Corporate Social
Responsibility will portray a social image for any organization, bespeaking about the
repercussions, and clearing out the smoke behind the corporate veil. This desire intention to
attain the bearing of collective communal liability is a positive make a way for society. In one
way or another a firm should look after the causes which are getting influenced by their doings
or even by their ignorance towards it, the entities involved to seek an attempt to become eco-
friendly, to encourage equality irrespective of the gender roles, race, caste, and other social evils,
aiding for the healthcare, diversify the surroundings, advocate mental health policies for the
workplace, safeguarding the ethics of business ground.
Setting back and forth not all the companies accept the fundamentals of CSR, the only objective
they carry is ‘More Profit is Equal to More Happiness which most certainly damages the moral
virtues, there should be the enactment of more statutes on the legal front which can amalgamate

business into CSR practices and embrace it. The culture of corporate having petty cash and
disregarding employees and the environment is shutting CSR off the hook and the outcome of
this immorality is a clear reflection of the hypocrisy of the corporate world (Sánchez‐
Torné,Morán‐Álvarez,Pérez‐López,2020).
Exhibiting the importance of the subject matter of CSR, Firstly, refines the image of your brand,
this is known by fact that companies are brand conscious, and carrying out the principles of CSR
will fascinate the consumers and stakeholders.
Secondly, captivating and withholding the employees, the floor of the workplace is not just
standing alone by the support of the managers or directors evidently the true pillar of a business
are its employees. future job seekers will look for alternatives in the management of the
company, they will see if the employers are holding on to the doctrine of the triple bottom line,
People, Planet, and Revenue.
At last, it will boost the demand of the firm to your investors which will help in funding,
Signifying a successful CSR program changes the viewpoint of the investors and the key
shareholders, their perspectives on sustainability will enhance and most importantly any
organization which gives out a positive approach on the CSR implications will provide a green
signal to the investors and stake owners, that the company is a long-run stable ground to put their
money in (Lansbury,2018).
They believed strong-rooted conduct of Corporate Social Responsibilities goes hand in hand with
the corporate world, a fixed repetition of the CSR will benefit the social, environmental, and
economical pyramid as well as proffer perks to the business.
CONCLUSION
The essay above lays out the protection of employees and employers, from different claims
which are made in the employment tribunal, learning about how not wholly but partially the lack
of regulations are gaining their virtues back, which can fix the loopholes and mend any rupture
relationship between the labours and the management, the employers and employee
(Tibiletti,Marchini,Furlotti,and Medioli,2021).

Furthermore the essays show the importance of Corporate Social Responsibility in the strand of
the corporate world, how it can arrange the material in order following by demonstrating the
practices which go along by the social evil, environmental and economical subject matter.
REFERENCES
Books and Journals
Metcalf, D., 2018. United Kingdom labour market enforcement strategy 2018/19. HM
Government.
Lansbury, R.D. and Bamber, G.J. eds., 2020. International and comparative employment
relations: National regulation, global changes. Routledge.
Lansbury, R.D., 2018. The changing world of work and employment relations: a multi-level
institutional perspective of the future. Labour & Industry: a journal of the social and
economic relations of work, 28(1), pp.5-20.
Wright, C.F., Groutsis, D. and Kaabel, A., 2022. Regulating migrant worker temporariness in
Australia: the role of immigration, employment and post-arrival support
policies. Journal of Ethnic and Migration Studies, pp.1-18.
Gammage, S. and Stevanovic, N., 2019. Gender, migration and care deficits: What role for the
sustainable development goals?. Journal of Ethnic and Migration Studies, 45(14),
pp.2600-2620.
Holden, J.T. and Baker III, T.A., 2019. The econtractor? Defining the esports employment
relationship. American Business Law Journal, 56(2), pp.391-440.
Sánchez‐Torné, I., Morán‐Álvarez, J.C. and Pérez‐López, J.A., 2020. The importance of
corporate social responsibility in achieving high corporate reputation. Corporate Social
Responsibility and Environmental Management, 27(6), pp.2692-2700.
Tibiletti, V., Marchini, P.L., Furlotti, K. and Medioli, A., 2021. Does corporate governance
matter in corporate social responsibility disclosure? Evidence from Italy in the “era of
sustainability”. Corporate Social Responsibility and Environmental Management, 28(2),
pp.896-907.