Impact of Changing Employment Legislation on HR Management (Report)

This report examines the evolving landscape of employment legislation in the UK and its significant impact on Human Resources (HR) management. It delves into how changes in laws concerning working hours, minimum wages, holiday pay, and employee rights influence HR practices. The repor...Read More

DISCUSS THE CHANGING
EMPLOYMENT
LEGISLATION AND ITS
IMPACT ON HR
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Changing Employment Legislation.............................................................................................3
Impact of changes in employment law over HR management....................................................4
Reflection.....................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
Human Resources management of the company are the part of top management that need
to hire, manage and providing training to the workforce of the company. They also need to
reflect all provisions related to employment law in the contract and agreement and also take sign
of employees before joining. It is because this reduces the chance of conflicts and issues that
might arise in future. The managers for the company also need to put attention towards the
changing employment legislation and analyse their impact on the company and their employees.
They have to follow all the provisions to protect both employees and employers from the
challenges and other issues.
MAIN BODY
Changing Employment Legislation
Every company has to incorporate all the provisions related to employment which is set by
the government of UK in their business in order to smoothly managing the business. The
managers of the company need to keep themselves up-to-date regarding all the changes made in
the employment law. This change may be in the term of working hours, holidays, paid leaves
minimum wages etc. This is basically company need to incorporate in their statement while any
new employees join the business. Along with that it is also important for the businesses to review
the existing contracts with existing employees and need to make changes in contract as per the
changes in employment legislation. It is because it clearly specifies the responsibilities of both
employees and employers towards each other and business. The human resources management
of the company have to make sure that the statements and contract includes all the benefits such
as PF, pension, gratuity is clearly mentioned along with the changes if any updated on it.
Because it helps in reducing the conflicts and increases the clarity of the information. Along with
that, the managers also need to verify the changes made by government regarding the calculation
of holiday pay for variable workers and parental bereavement leaves. It is because many
employees of the organization especially female staffs have to look out their family and children
also with their work (Lewis and Heyes, 2020).
So, in case if any emergency arises the company can provide then relief and paid half day
leaves as per the circumstances and situations. This changes also involves that if any female
employees lose their child will get 2 weeks paid leave. This type of changes is significant for

company to address in their business because it will enhance the trust of the employees towards
the company. Generally, the main purpose of launching and changing employment law by the
government is to reduce the discrimination among the employees which is common at the
workplace. The differences in the salary and monetary only on the basis of their performance and
experience not on the basis of their caste, colour, size etc. This law is also important for reducing
the elimination the harassment which is faces by the staffs especially female staffs at the
workplace. The employment law clearly specifies the punishment and penalty for such an action
by any employees and managers and the HR managers have to incorporate all the information
regarding to the employee’s security in the statement and contracts. This changes also important
for the company and employees to know the provisions related to workers health and safety in
which managers need to provide them proper training of the work and tasks. The most important
think that managers of the business need to consider is which law is applicable to their business
on the basis of the type of company (Platt and Nandi, 2020).
Impact of changes in employment law over HR management
The human resources management of the company get highly affected by any changes that
made in the employment law because the employees have the right to complaint against the
company or their managers if they are not following and updating rules and regulations.
Basically, HR need to involve various rights in their practices which is protected by the
employment law. And if they cannot do that, then there may be chances that managers might lose
their jobs and also the whole business will get shut down. This change and their impact include:
 Non-discrimination and equal employment opportunity: Under the employment law, the
employees of the company are protected from any kind of differences on the basis of
race, sex, age, colour or any other area. If HR managers of the company do not follow it
or updated it than it affects the business performance. It is because many times talented
employees leave and quite the company because of the discrimination and harassment.
So, HR managers need to make sure that all employees are equally treated and all the
benefits are provided to all employees of the company (Burgess, Senior and Moores,
2018).
 Changes in Freedom to join and form unions: The employment law provides the
employees of the company to form a union in order to bargaining with the employers and

managers regarding incentives and working hours. So, the managers need to keep
themselves updated regarding the employment law and their provision along with the
loopholes. An effective HR manager need to make themselves updated of all the changes
made in the law otherwise the employees with their rights can easily influence them. For,
this the managers have to motivate and personally talk with the employees and ask them
about their concern and issues (Wœrness, 2018).
 Changes in minimum wages regulation: The minimum wages are included in the
employment law which decides the minimum salary that every company have to pay to
its workers. If any such change indicates that the minimum wages of the workers is
increases it will directly increase the cost of the company. That’s why managers need to
monitor all the laws very carefully so that company can adopt pre-determined strategies
to overcome and manage the extra cost. If mangers will fail to do so then it might result
into the heavy loss to the company or also managers (Dwyer and et.al., 2019).
 Changes in Termination related and unrelated to employment contracts: If any changes
taken place in the provision of terminating the employees from the company must be
include by the managers in the contract before the new employee joining. It is because it
might create dispute regarding the same in the future between the manager and
employees. For example, previously the law indicates that if the contract/bond have been
signed by both employee and company owner for 12 months than none of them can break
it. But if changes occur in law that in case if employee shares companies’ confidential
information with others which break their CSR practices than company terminate the
employees without any fear. And if HR managers do not make changes and updated the
contract terms and conditions than managers can’t do it and because of that the managers
might lose their jobs. That’s why for the safety of the company mangers must have this
skill in them (Luu, 2017).
 Changes in Probation terms and condition: The employment law indicates that the
minimum training period for the employees include 3 months and in this period the
employees have a right to do other job as well. Here, the company can terminate the
employees in this period without giving any reason to them. And if mangers do not
involve this statement in the contract terms and condition then the company is not able to
do this. Being an HR manager of the company, this are their main responsibility and role

that they must include all the rules, regulations and policies in the contract. And if they
are unable to do this then company can fire them at any cost (Tooranloo, Azadi and
Sayyahpoor, 2017).
 Changes in holiday pay calculation: The changes indicate that employees of the
company are liable for the paid time off such as maternity leave, government declared
holidays and sick time off. And to calculate this pay previously the company take average
of 12 weeks only but after the changes the company need to take 52 weeks average pay.
That’s why the managers of the company have to pay attention towards its and make
changes in their contract. Though the continuous changes in the law and legal
compliances sometime became contradictory for the manager and also it is time
consuming for them to make regular changes. Consideration of HR compliances take
huge time and which need to be appreciated by the company if managers play their role is
best manner possible (Lengnick-Hall, Neely and Stone, 2018).
Reflection
I have built various academic and professional skills from this report preparation and this
will put various positive impact on my personal and professional life. Because of this, I have
developed critical thinking skills in myself and because of that I have not only include unique
content in my report but this skill also helps me in understanding the whole assignment by my
own. Before this, I am unable to understand any project brief independently and I always take
my friends help in understanding it. But now, my ability to think critically about any situation is
improved. And not only that I can also analyse the issues based on the data and facts provided on
various websites. I have also learned how to take excellent notes from the whole book and
lectures. As now, I put more attention towards the concept teaches by the professor in the classes
because I want to achieve my career goal and path in human resources management. This report
helps me in realizing the skills which need to develop in the students in order to became HR
manager of the company. Now I am able to take quality notes from the lecturer notes with the
help of which I can achieve whatever I want to achieve in my life. Besides, note taking and
critical thinking skills, I have faces lots of issues managing the whole work on time. This
indicate that I am weak in time-management skills which is the most crucial skills for a line

manager. And if I am failing do develop this skill in myself, I will never become effective
managers in future (Cottrell, 2017).
So, I have decided to practice daily one task in a specific time period by setting alarm. I
know the daily practicing will definitely improve my time-management skill. One more skill I
have developed because of this report preparation is reading and writing skill which helps me in
scoring high grades in semester and also helps in preparing report as well as writing formal and
informal emails, letters at workplace. Reading is a one of the most important academic skills and
after this I can manage at least half an hour books reading so that I can also improve my
vocabulary and pronunciation. Reading and writing skills helps me in developing good and
unique content many times on a similar topic with the help of which I am able to produce
plagiarism free content all the time. I have also experience that I have good command over
pronunciation and tenses but I am weak in communicating my feeling and thoughts in crowd. I
am unable to express my ideas in large public the impact of which I do not participate in debates,
discussion and presentations. I have realized that if I really wants to became human resources
manager of the company that I need to develop this skill in order to take interview of many
candidates and for doing many other tasks. So, I have decided to join skills and personality
development classes (Tsingos-Lucas and et.al., 2017).
CONCLUSION
The report concludes the changes happen in the employment legislation in the UK and
their impact on the HR management of the company. The report also concludes my experience in
reflection form which indicate the skills I have learned and the skills I further need to develop in
order to make my career in management field. The report also concludes that how updating
themselves with the all the laws and regulation related to employees of the company is important
for managers.

REFERENCES
Books and journals
Lewis, P. and Heyes, J., 2020. The changing face of youth employment in Europe. Economic and
Industrial Democracy. 41(2). pp.457-480.
Platt, L. and Nandi, A., 2020. Ethnic diversity in the UK: new opportunities and changing
constraints.\
Burgess, A., Senior, C. and Moores, E., 2018. A 10-year case study on the changing
determinants of university student satisfaction in the UK. PloS one. 13(2). p.e0192976.
Wœrness, K., 2018. The Changing'Welfare Mix'in Childcare and Care for the Frail Elderly in
Norway. In Gender, social care and welfare state restructuring in europe (pp. 207-228).
Routledge.
Dwyer, P. J. and et.al., 2019. The impact of conditionality on the welfare rights of EU migrants
in the UK. Policy & Politics. 47(1). pp.133-150.
Luu, T. T., 2017. CSR and organizational citizenship behavior for the environment in hotel
industry. International Journal of Contemporary Hospitality Management.
Tooranloo, H. S., Azadi, M. H. and Sayyahpoor, A., 2017. Analyzing factors affecting
implementation success of sustainable human resource management (SHRM) using a
hybrid approach of FAHP and type-2 fuzzy DEMATEL. Journal of cleaner
production. 162. pp.1252-1265.
Lengnick-Hall, M. L., Neely, A. R. and Stone, C. B., 2018. Human resource management in the
digital age: Big data, HR analytics and artificial intelligence. In Management and
technological challenges in the digital age (pp. 1-30). CRC Press.
Cottrell, S., 2017. Critical thinking skills: Effective analysis, argument and reflection. Macmillan
International Higher Education.
Tsingos-Lucas, C. and et.al., 2017. Using reflective writing as a predictor of academic success in
different assessment formats. American journal of pharmaceutical education. 81(1).
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