Lawful Management of Pay, Time, Performance & Discipline in Employment

This presentation provides an overview of key aspects of employment law, focusing on the lawful management of pay, working time, performance, and disciplinary matters. It covers topics such as national minimum/living wage, working time regulations, equal pay provisions (including gender pay gap reporting), maternity, paternity, adoption rights, shared parental leave, and the right to be accompanied at formal meetings. The presentation also highlights good practices in managing employee capability and conduct, referencing the Employment Rights Act 1996 and the importance of written contracts and proper dismissal procedures. The conclusion emphasizes the recent amendments in employment law aimed at creating a more balanced and trustworthy relationship between employers and employees, reducing exploitation in the workplace. The presentation references several academic sources to support its analysis.

EMPLOYMENT LAW
EML assessment activity 3 template
Managing pay, working time,
performance and disciplinary
matters lawfully - presentation

Introduction
The law of the employment is running in its constant pace as
there are changes being brought with the needs of the
society. These amendments are the alarm to the changing
needs of the society as well as people.

NATIONAL MINIMUM/LIVING WAGE, WORKING TIME
REGULATIONS REGARDING HOLIDAY PAY AND WORKING
TIME FOR MOBILE/FIELD-BASED WORKERS
• The law changes with the societal needs and
necessities. This rule applies to all the
legislations including the employment law.
There is a statute which regulates the minimum
wages of the employees and workers in terms of
their employment. It is based upon the age of the
workers.
• The wages which are being paid to the workers
according to the per hour basis is depends on the
age and the skills of the workers.

Equal pay provisions of the Equality Act and gender gap
reporting
• The term equal pay means that there must be equal
payment to be given to both the male and the female
for the equal work done by them in the organisation.
• It also requires that the work done by the female
employee must be similar to the work done by the
male employee of the company.
• The law makes it mandatory for the employer to
comply with the condition of the equal pay in the
organisation.

Maternity, Paternity, Adoption Rights and Shared
Parental Leave
• The maternity leaves contains three parts which
comprises the total time period of 52 weeks.
• It is not important that every female must
provided with all the three parts.
• At the time of giving birth to the child the mother
is entitled with a compulsory leave. And she is not
required to join the work for two subsequent
weeks.

THE RIGHT TO BE ACCOMPANIED AT FORMAL
MEETINGS
• There are various cases which shows that there is
the conflict between the employer and the
employee or between the employee and the
employee. So, in these cases the employees can
seek for grievances to the management.
• The employees can also attend the formal
meetings in cases where the company offers the
employees to do so.

Good practice in managing capability and managing conduct
• According to the Employment Rights Act 1996, the
employees holds certain rights against certain unlawful acts
like unfair dismissal, redundancy, maternity or parental
leave, etc.
• According to section 1(2) of the act, the terms and
conditions of the employment must be in writing that is
contract of employment.
• Section 86 of the act further states that before any dismissal
or termination, a notice must be given to the employee with
the proper reason of dismissal.

Conclusion
The conclusion drawn from the above presentation is that there are various recent amendments has been done
in the different legislations of the employment law in the recent years. The changes done in the distinct areas
of the employment laws made the relationship of the employer and the employee much more balanced and
trustworthy which has reduced the exploitation of the employees or the workers or the labours working in
various organizations, industries and establishments.

References
• Ashiagbor, D., 2021. Labour and Employment. In Routledge Handbook of Law and Society (pp. 182-186).
Routledge.
• Cabrelli, D., 2020. Employment law in context. Oxford University Press.
• Cabrelli, D., 2020. Using criminal law to enforce statutory employment rights. In Criminality at Work (pp.
53-69). Oxford University Press.
• Daniel, E. and Owen, R., 2021. Home-Based Self-Employment: Combining Personal, Household and
Employment Influences. Journal of Enterprising Culture, pp.In-press.

Thank You