International HRM: Navigating Employment Law for EasyHotel in India

This essay explores the implications of employment law for EasyHotel as it plans to expand its business operations into India. It compares employment laws in the United Kingdom and India, focusing on legislation such as the Minimum Wage Act and Equality Act in the UK, and the Minimum Wages Act and constitutional articles on equality in India. The essay analyzes how these laws impact EasyHotel's operations, emphasizing the need for the company to adapt its HR strategies to comply with Indian regulations and cultural norms. Recommendations are provided for the International Human Resource Management team to develop strategies that ensure fair employment practices, avoid discrimination, and align with India's working culture, ultimately enhancing the company's profitability and market position. Desklib provides access to this assignment and many more solved papers for students.

INDIVIDUAL ESSAY

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................4
References:.......................................................................................................................................6

INTRODUCTION
International Human Resource Management refers to the issues related to the HRM,
activities, policies along with the functions which are found as the outcome of the several
strategic actions. Majorly, International Human Resource Management perform the function of
dealing with the issues and problems which are related to the globalization of capitalism. On the
other hand, comparative Human Resource Management is defined as the systematic manner of
investigation which perform the function of explaining the patterns and variations encountered in
international Human Resource Management on the place of simply defining about the practices
of HRM in several societies (Cabrelli, 2022). The chosen organisation for this report is
EasyHotel which is an international super budget hotel chain having headquarter in London,
England, United Kingdom. This organisation is working in more than 42 countries which include
United Kingdom, Switzerland, France, Belgium, Portugal, Netherlands and many more. As per
the requirement of this essay, the respective organisation is planning to expand their business in
India. This essay includes the employment of two countries, their implications on the
organisation along with the recommendations for HR operations in each country.
MAIN BODY
EasyHotel is a multinational chain of hotel performing its business operations in several
countries. The management of respective hotel want to expand its business in the Indian market
as well. For the same purpose, the management is required to follow all the laws and regulations
developed by the government of India (Mariappanadar, 2019). There are some laws which are
similar or different in both of countries such as employment law. It is necessary for all the
business organisations to make the use of some acts of employment laws. Employment law is
defined as the area of law developed by the government in order to develop the relationship
among employer and employee (Cooke and et. al., 2021). The major aim of employment law is
to prevent the decimation, promoting health and safety, establishment of minimum requirement
of level of economic support and many more. There are several legislations which comes under
the employment law such as Employment Right Act, Employment Relations Act, Equality Act,
National Minimum Age Act, Health and Safety at work and many more (Walkey, Brown and
Martin, 2022).
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Minimum Wage Act is an important legislation comes under the employment law which
was passed by the labour government of United Kingdom in 1998. Prior to this act, there was no
any concept related to the minimum wages. This act specified the minimum amount of payment
which an employee will get for doing work on the basis of their age (Kornau, Frerichs and
Sieben, 2020). At the initial stage of this act, it was specified that the people of age group of 18
to 21 will get a pay of £3.00 and the people older than 21 started getting a pay of £3.60 on hour
basis. As per the recent data, it has been found that these rates are being upgraded and according
to up gradation, the minimum wage rate of people of age group of 18 to 20 is between £6.56 to
£6.83 and for the people of 21-22 years in age will get the minimum wage between £8.36 to
£9.18. in addition to this, people of more than 22 years in age are liable to get the minimum wage
of £8.91 to £9.50 on the basis of hours of working (Minimum Wage Act, 2022). One more
legislation under employment law is The Equality Act, 2010 which plays an important role in
providing protection from discrimination to the employees at work place. Before the introduction
of this act, there were various acts to avoid discrimination such as Race Relations Act, Disability
Discrimination Act, Sex Discrimination Act and many more (Karani and Panda, 2018). This act
make the discrimination unlawful which is based on various factors such as age, gender
reassignment, sexual orientation, religion, belief and many more. There are several types of
discrimination which include direct, indirect, harassment and victimisation. Direct discrimination
occur when any of employee treated in a different manner because of their protected features
such as gender, sex or race (Soundararajan, 2019). Indirect discrimination take place when the
policy of organisation is applied on all the employees but the effect of this practice implies
negative effect on a particular group of people through a feature of protection. Harassment
involve several features such as name calling, jokes, being excluded, unwanted physical contact,
insults, threats, banter and many more (Dean and Fraser, 2018). When an employee at work
place is treated in a different manner because of their allegation or supported a complaint of
discrimination, in this case victimisation occurs.
The Minimum Wages Act 1948 is defined as an Act of Parliament with the concern of
Indian labour law which make the slaps of minimum wages which are required to be paid to the
skilled and unskilled labours. The major objective of enactment is to develop the provisions for
statutory fixation of minimum rates of wages. India is found as the underdeveloped country,
hence it face the problem of higher rate of unemployment (Jaga and Guetterman, 2021). It also
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leads to the stoppage in the exploitation of the workers. Its aim can be defined as to empower the
government to fix a minimum wages rates along with revising it on time. This act is applicable
on all types of persons i.e. permanent employees, contract employees and casual workers. This
act also describe the number of working hours i.e. maximum 48 hours in a week or 9 hours work
per day with one hour rest. The minimum wages in India in 2021 was 178 INR/Day and it
remain the same in 2022 (India National Floor Level Minimum Wage, 2022). The National Floor
Level Minimum Wage is found as the minimum wage and there is no any right is provided to
any state for fixing the minimum wage. Article 14 to 18 of Indian Constitution state that the
everybody has right to get equally treated before the law along with preventing the
discriminations. Under these articles, equality is defined as of several types which include
natural, social, civil, political, economic and legal (Weishaupt, 2018). The article 14 to 18 state
that all the people get equal protection of laws within the territory of India. All the citizens of
India have equal rights to get the opportunity related to the employment. It also state that the
abolition of untouchability and all the titles except military and academic (Devine, 2022).
The implication of employment law in the EasyHotel can be easily analysed because the
organisation is following all the above mentioned acts which come under employment law. The
management of EasyHotels is adopting minimum wage rate to provide the pay or salary to their
employees. Along with this, they are providing the equal opportunities to their employees, so
that they can make their career successful. The main aim of employment law is to protect the
rights of employees and bringing improvement in the living standard of citizen of United
Kingdom. Currently the organisation is performing very well in the several market and it is
possible only when the management follow all the laws and regulation of the country in which
they are working (Burt, 2020). The management is also hiring the employees from the deep pool
of candidate, so that they can provide the equal opportunity to all the citizens of the respective
country. The implication of all those laws help the management in increase the productivity and
profitability of organisation as it helps in building the good market position and image in the
market or in front of customers as they are adopting all the laws related to their industry. Hence,
it can be said that the implication of employment law in EasyHotel leads to the several
opportunities for both employees as well as the entire management of business organisation.
From the above analysis of several acts of employment law, it has been recommended to
the international Human Resource Management that they should develop several strategies in
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order to adopt the several acts of employment law while the management of EasyHotel is
planning to expand their business operations in Indian market as well (Elsarinda, Sindiawaty
and Pratama, 2021). As per the minimum wage act 1948, the employees will get the amount of
pay which has been decided by the Indian Parliament. The decided wage is less than the wages
defined under the minimum wage act of United Kingdom. It has been found that the management
of EasyHotel is performing business operations in several countries i.e. United Kingdom, France,
Belgium, Netherlands and many more. It seems that they are adopting all the rules ad regulations
which are being developed by the government of the respective country (Arrizabalo, Pinto and
Vicent, 2019). The Human Resource Department of EasyHotel is required to hire the employees
from India as it will help them in fulfilling the corporate social responsibility of organisation as
they provide employment opportunity to the people living there which also leads to bringing
improvement in the living standard of those people. They are also recommended to develop the
strategies which can avoid the discrimination and treat everyone equal. While doing recruitment,
they are required to hire the employees openly, so that they can also adopt the articles related to
the equality in employment law. The minimum wage rate of India is less than the United
Kingdom, hence the management can increase their profitability of organisation as they will
spent less on their employees (Gertner, Rotter and Shafer, 2019). The working strategy of
EasyHotel should match the culture of services which are being provided in the Indian market.
The Human Resource Management of EasyHotel is also recommended to do the study of
working culture of India as it will help the management in performing their business operations
in an effective and efficient manner.
CONCLUSION
From the above essay, it has been concluded that the Human Resource Management
plays an important role in managing the employees along with solving the issues and problems
faced by the employees in the business organisation. International Human Resource Management
face the several issues related to the multi culture and the difference in the laws of different
countries. There are several acts which comes under the employment law. The employment law
of both the countries i.e. United Kingdom and India provide several opportunities in which some
of them are similar and some are different. The implication of these acts of country in the
EasyHotel help the management in performing their business operations in an effective and
efficient manner. While applying modified laws and acts in the organisation, the Human
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Resource management of business firm is required to adopt several techniques and strategies, so
that their employees can work in a proper manner and achieve the organisational goals and
objectives in an effective and efficient manner.
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References:
Books and Journal
Arrizabalo, X., Pinto, P. and Vicent, L., 2019. Historical significance of labor’s increased
precariousness in Germany, the United Kingdom, and Spain. American Journal of
Economics and Sociology, 78(1), pp.255-290.
Burt, C.H., 2020. Scrutinizing the US Equality Act 2019: A feminist examination of definitional
changes and sociolegal ramifications. Feminist Criminology, 15(4), pp.363-409.
Cabrelli, D., 2022. Employment Law: a Very Short Introduction. Oxford University Press.
Cooke and et. al., 2021. Riding the tides of mergers and acquisitions by building a resilient
workforce: A framework for studying the role of human resource management. Human
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Dean, C. and Fraser, L., 2018. Employment law: The new normal: Flexibility in the
workplace. Governance Directions, 70(11), pp.733-737.
Devine, C., 2022. Female Sports Participation, Gender Identity and the British 2010 Equality
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Elsarinda, L.N., Sindiawaty, O. and Pratama, F.A., 2021. The Role of Immigration and
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Gertner, A.K., Rotter, J.S. and Shafer, P.R., 2019. Association between state minimum wages
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Jaga, A. and Guetterman, T.C., 2021. The value of mixed methods work-family research for
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Karani, A. and Panda, R., 2018. ‘Make in India’campaign: Labour law reform strategy and its
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pp.58-69.
Kornau, A., Frerichs, I.M. and Sieben, B., 2020. An empirical analysis of research paradigms
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Mariappanadar, S., 2019. Sustainable human resource management: Strategies, practices and
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Soundararajan, V., 2019. Heterogeneous effects of imperfectly enforced minimum wages in low-
wage labor markets. Journal of Development Economics, 140, pp.355-374.
Walkey, C., Brown, P. and Martin, P., 2022. Breaking the Impasse: Rethinking Refugee
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Online
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Minimum Wage Act, 2022 [Online] Available Through < https://www.bbc.com/news/uk-
politics-48445674 >
India National Floor Level Minimum Wage, 2022 [Online] Available Through
<https://tradingeconomics.com/india/minimum-wages#:~:text=Minimum%20Wages
%20in%20India%20is,according%20to%20our%20econometric%20models.>
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