Business Law Case Study Project 2: Sport Direct and Legislation

This case study project delves into the regulation of business organizations through law and the legal system in the UK, emphasizing various acts such as the Employment Rights Act, Health and Safety Act, and National Minimum Wage Act. It highlights the importance of employers adhering to these laws to protect employee rights and avoid legal repercussions. The case study then focuses on the Sports Direct case, illustrating breaches of employment legislation, including failure to pay the national minimum wage, unsafe working conditions, and violations of the Gangmasters Licensing Act. The analysis underscores the significance of compliance with employment laws and the consequences of non-compliance, using the Sport Direct case to exemplify the practical application of these regulations.

Business law
Case study
Project 2

Table of Contents
PROJECT 2.....................................................................................................................................1
Regulation of business organisations through law and legal system...........................................1
Workplace legislation with the case law of Sport direct.............................................................1
REFERENCES................................................................................................................................3

PROJECT 2
Regulation of business organisations through law and legal system
In the UK there are various business organisations which are required to formed as per
the legal provisions defined under various acts. Different laws and legislations falling under the
ambit of business law are Employment Rights act, 1986. Employment act, 2015, Health and
Safety act, 1974, the national minimum wages 1988 and others. All this acts defines and governs
the relationship of employee and employer under employment. Moreover, there are different acts
which defined its formation, operation and dissolution along with recording and conduct of the
financial transactions of the business. These includes legislations such as companies act, 2006,
taxation law, GST, import and export duties and others.
The employers are required to abide by such laws to gives the rights to the employees
which they are given under the various laws under the context of their employment. The
employers are required to pay national minimum wages, sick and holiday pay and provide
employees healths and risk free environment at work (Simon and et.al., 2016). These endures
that the employees are given their full rights which are empowered to them through various laws
in the UK legal structure. Moreover, if the employees are not given their basic rights and
privileges the organisations and their employers can be held liable for the same. A default in
their duties can bring them a serious legal charges and implications to them as prosecutions, fines
and penalties. This clearly shows that various operations, activities and conduct of a business is
governed through different provisions of various act which galls under the ambit of employment
and business law.
Workplace legislation with the case law of Sport direct
The case of Sports Direct came into limelights in 2015 where many stores of the
organisations were founds in guilty for non adherence of different employment law. The
employees of the organisations were not been paid national minimum wages, pays were cut for
late arrival and for they were not paid for the seek leave, strict rules were set to establish the
breach and on re occurrence of the breaches they were even dismissed on unfair grounds. This
ave rise to a serious issue of abidance with the laws which are established in the legal
framework. The employees of Sports District were deprived from the basis employment rights
which thy are given under the ambit of law and legal structure. The Employments laws which
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were highlighted. Three acts of the employments law were founds under the breach in case of
Sport direct, and these are important for an organisation to follow:
The National minimum wages act, 1988
This act is basically lays down the basic pay an employee shall get. At present, with
effect from 1st April2018 the national living wages for an adult above the age of 25 is £7.83 per
hour. For those workers who falls between the age 21-24 the national minimum wages are £7.83
per hour ( BIS Committee (2016) Employment Practices at Sports Direct. 2018). This act defines
the age group and basic pay they must get under the employment of any employee. This is there
statutory right. But in the case of sport direct the committee reports stated that due to unfair cuts
in the salary over delays and breach of specified rule which were unfair, the salary of some
employees falls blower the statutory minimum requirements of pay.
The Health and safety act, 1974-24
The health and safety act proves the requirement to employers that they are
compulsorily required to provide safe, healthy and risk free working environment to the
employees (Hillary, 2017). The working place shall be safe, hygienic with proper facility of light
, air and waters supply, the atmosphere be must be clean and they must be provide every
protecting from a potential risk related with the job to be done under employment.
All these rules and provisions were noticed by certain store of Sport directs and the
employee were force to worked under unhealthy and unsafe work environment. Moreover there
was no risk protection from the risk involved in the job and not training were given to the
employees for the same.
The Gangmasters licencing act, 2004
This act is fronted through the act of parliament in the UK which regulated the agencies
that place vulnerable employees in agricultural work and the shellfish collecting and packing
industries. This is a recent plank of UK agency worker law (Bork, 2017). The agencies in the
case of Sport direct were also founds under the breach. This also covers the licencing standards
for health and safety, accommodation, pay, transport and training of the employee. All this must
be adhered by a business in UK.
Conclusion:
With this it can be stated that the there care various laws and legislation which are
applicable to an organisation regarding the workplace. This includes Employment Rights ,
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Employment act , Safety act, national minimum wages and others. In the case of sports direct it
was found out that the supermarkets was under severe breach of the employment legislation in
providing safe and risk free workplace to employees. Moreover, the basic right on national
minimum wages was also infringed.
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REFERENCES
Books and journal
Bork, R., 2017. The European Insolvency Regulation and the UNCITRAL Model Law on
Cross‐Border Insolvency. International Insolvency Review. 26(3), pp.246-269.
Hillary, R. ed., 2017. Small and medium-sized enterprises and the environment: business
imperatives. Routledge.
Simon, K. W and et.al., 2016. Legal, registration, and taxation issues of associations. In The
Palgrave handbook of volunteering, civic participation, and nonprofit associations(pp.
1139-1161). Palgrave Macmillan, London.
Online
BIS Committee (2016) Employment Practices at Sports Direct. 2018. [PDF] Available
through :<https:/ /publications.parliament.uk/pa/cm201617/cmselect/cmbis/219/219.pdf >.
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