Business Law Case Study: Workplace Regulations and Employment Rights

This case study examines the business law and workplace regulations applicable to Sports Direct, a major UK sporting goods retailer. It identifies key legal aspects such as tax codes and employment law, highlighting the company's obligations to comply with federal and state regulations, including tax payments and employment standards. The study then focuses on workplace legislation, particularly the Employment Rights Act 1996, and analyzes instances where Sports Direct has been criticized for unfair practices. These include issues like excessive working hours without compensation and mistreatment of employees. The case study emphasizes the importance of the Employment Rights Act in protecting employees from unfavorable treatment and provides a framework for legal recourse against such practices. The conclusion summarizes the importance of adopting fair practices and adhering to workplace legislation to ensure employee rights are protected.

CASE STUDY BUSINESS
LAW

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Q1 Identify the law the regulates the business and describe the workplace regulations............3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................5

INTRODUCTION
Sports Direct is the biggest sporting company of UK that operates with more than 400 stores in
all over the world (Gratton and Kokolakakis,2018). However, this report will highlight the
various law that government have imposed on an organisation in order to carry out fair practices
like Tax code, employment law etc. Further, the project will outline the workplace legislation
within which it frames the unfair practice of sports direct company against the personnels of
employees and comment on the employment right act the company should follow.
Q1 Identify the law the regulates the business and describe the workplace regulations
There are various laws and regulations proposed by the government authorities to regulate the
organisation effectively.
Tax Code: For all the sizes of business whether it operates at small scale or at large scale
are obliged to pay regular taxes to government. However, every organisation registered in the US
have the responsibility to pay federal taxes regularly proposed by the US government. Further,
most businesses are obliged to pay state taxes relying on the state in which the organisation is
registered. Thus, paying taxes are an unavoidable practice for the companies and it is mandatory
for them to pay the taxes. Hence, fending off taxes or no longer to pay them straight-out leads to
the heavy penalisation and may turn to imprisonment (Mumford,2017). Further, there are various
taxes which are included in tax code namely; excise tax, employment tax, income tax etc.
Employment Law: There many government rules on organizations that employ
personnels and impartial contractors, within the form of federal and nation exertions laws.
However, this aid enables company to determine which predominant federal employment laws
practice to their organization, the document keeping and reporting necessities required, and
which on-web page posters they want to drop in their office or workplace. For example, in step
with the law of labour, the fair labour standards Act (FLSA) prescribes requirements for wages
and additional time pay. Further, this act influences most private and public business, and
requires company to pay employees as a minimum the federal minimal wage and overtime pay
of half of the ordinary fee of pay (Sargeant,2016).
Privacy: organisations with group of workers and employees wind up gathering a lot of
confidential private information about their personnel. Thus, there are different rules and policies
and how companies ought to store and protect these records.

However, in case the company reveal an employee’s personal information, along with
Social protection wide variety, address, name, health issues, credit card, bank details, or personal
history, thus, there are numerous legal guidelines exist to restrict companies from spreading this
data, however employees can sue against company for revealing confidential information of the
employees. Further, it’s crucial to recognize what rights the companies have to supervise
employees, and to be fair and transparent about that monitoring their personnels (Taylor and
Emir,2015).
Workplace Legislations
Workplace legislation is the legitimate framework that regulate employment within the place of
business with everybody who works. Thus, this law influences the business enterprise,
personnels and unions at once (Ford and Ludlum,2016). Further, the function of workplace
regulation is to make sure that it recognize who can and cannot be hired, how they may be
provided an activity and handled all through this system of engagement and the rules and
regulations under which they can perform, the duties that the enterprise and employee owe each
different and the policies that follow while both company and employees needs this employment
relationship to stop.
Further, there are various rules and regulation which are framed to protect the rights of
employees and employers in the place of work.
Employment Right Act 1996: The employment act 1996 provide various rights to the
employees to protect against the unfavourable practices and the treatment they face within an
organisation. For example: In sports direct retail shops it has been observed that employees are
being mistreated by their supervisors like they are forced to work for more than the standard
office timing without being paid for it. Further, the employees in sports direct company are
treated as an object rather them treating them as a member of the company, moreover, the
employees are never being appreciated for their hard work and were tortured by their leader for
improving their work, and female employees were forced to talk about their menstruation cycle
openly and were pressurized to work for full period during those days (Gratton and
Kokolakakis,2018). Thus, due to these issues the company should follow employment right act
which will allow employees to sue against the company for the unfavourable practices being
followed by the company.

CONCLUSION
This report briefly summarises about the business law that should be adopted by the organisation
in order to adopt fair practices. Further, the project have highlighted the workplace legislation by
commenting on the employment right act 1996 in order to provide fair treatment to every
employees of the company.
REFERENCES
Gratton, C. and Kokolakakis, T., 2018. Sport in the global marketplace. In Managing Sport
Business (pp. 54-72). Routledge.
Mumford, A., 2017. Taxing culture: towards a theory of tax collection law. Routledge.
Sargeant, M., 2016. Age discrimination in employment. Routledge.
Taylor, S. and Emir, A., 2015. Employment law: an introduction. Oxford University Press, USA.
Ford, D.G. and Ludlum, M., 2016. Employee privacy outside the workplace. Southern Law
Journal.26(2). p.321.