UK Employment Law and Corporate Social Responsibility in Business

Business Law and
Ethics

Table of Contents
INTRODUCTION ..........................................................................................................................2
TASK...............................................................................................................................................3
Discuss the broad structure of UK Employment Law and indicate who you think UK
Employment Law favours – either employers or employees .....................................................3
Discuss the extent to which corporations take Corporate Social Responsibility Seriously........4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................7
INTRODUCTION
UK Employment laws are the set of complicated and most important rules and other
legal considerations which governs the relationship between employees and their employers,
with special reference to employees right. On part of employers , what they are entitled to
provide to their employees. There are many primary pieces of legislation on Employment
law which governs employment in UK are as follows: Equality Act 2010, Employment
Rights Act 1996, Health and Safety Rights Act 1974, Data Protection Act 1998, Work Time
Regulation 1998(Bezzina, 2020). employment law is important it helps to protect employees
and its employers and effectively promote equality, diversity and inclusion at work. The
following report is going to cover the two aspects where one is the employment laws of the
country and the ways in which they work while favouring the employers and employees.
Furthermore, the other part of the report discusses the extent to which the companies are
taking the CSR activities.

TASK
Discuss the broad structure of UK Employment Law and indicate who you think UK
Employment Law favours – either employers or employees
Employment law in United Kingdom derived from three major sources: common
law(customs and court precedents), legislation supplemented the common law rules and
European law. Wherein UK, many disputes arises between employees and employers which is
heard by tribunals and not by the civil courts , the constitution of tribunal came into existence
since 1970 and it has its own rules and regulation and placed completely independent from civil
court. If a party wish to appeal the order of the tribunal it may bring it into the employment
appeals tribunals and further appeal to court of appeal and supreme court . As it is settled that
UK left the European union, most laws ended its jurisdiction application over UK as on 31st
December 2020. the European Union (withdrawal) Act 2018 states the of European Union law
after 31st December automatically transferred into UK domestic law when the transition period
ends. There are nearly 4 million limited companies listed in the united kingdom , in which up to
21 million full-time employees employed(Crowther and Seifi, 2018) .
The other part of UK employment is it endeavours to protect employees , from hiring
practices to working process in the workplace and fair pay . Employment law in UK directs
business organisation to pay the National Minimum Wage , as per Equality Act 2010 employees
are covered at the first instance when they apply for the job , under which prohibition action is
undertaken in order to stop the discrimination against the candidates . Every member of the staff
protected by Health and Safety Laws at work place to ensure that all members have to safe
working environment. Employment law covers the wide area of the legal administration and
aims to spread its jurisdiction which is based on governing processes and policies of businesses
including employees and employers relationship. Having said that its wide range applicability of
legislation emerging exhaustive list of the employment areas. The most common areas which
generally come into question are contracts related to employment , offer and acceptance of
employment , pay rate , holiday entitlement , official working hours , grievance procedures ,
disciplinary procedure , maternity and paternity leave , forms of discrimination and its preventive
actions , equality and diversity in the workplace ,friendly adjustment for employees with
disabilities and many more(Freedl and 2020).