Report on HR Challenges and Solutions at Organic Health Foods (OHF)

This report examines human resource management issues at Organic Health Foods (OHF), a retail business. It covers changes in employment legislation, focusing on religious beliefs, maternity rights, and gender reassignment. The report analyzes legal employment rights, including sick pay and promotion, and how dependent contractor status (IR35) affects benefits. The report also addresses issues of religious wear and jewelry restrictions, changes in national minimum wages, and the implications of these changes on the company's employees. The report provides a comprehensive overview of HR challenges and potential solutions, emphasizing the importance of compliance with employment laws and the protection of employee rights.

Managing Human
Resources

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Q1. Changes in current employment legislation and evaluate impact of employees..................1
Q2. Zak legal employment rights................................................................................................2
Question 3. How will dependent contract will change benefit received by worker in terms of
pay, sick pa as well as annual leave with implementation of Dependent Contractor IR 35
Status April 2021.........................................................................................................................4
Question 4. With increasing turnover of Staff in OHF, staff has been told that Mr. Khoo that
they are not allowed to wear any religious wear as well as Jewellery........................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
The term managing human resources defined that manager can perform their functions
efficiently and effectively for employees in an organizations (Agnihotri and Agnihotri, 2018). It
is an act which providing management functions related to human resource department. To
understand this assessment, organization organic health foods (OHF) is a retailer-based Covent
Garden with staff of 50 comprising of drivers. In this report, various topics are to be covered
which are named as changes in current employment legislation and their impact of employees,
legal employment rights, legal requirements change in NPW, recommendations and conditions
employers can prohibit religious wear.
MAIN BODY
Q1. Changes in current employment legislation and evaluate impact of employees
Current employment legislation defined that body of laws which regulates between
employers and employees (DeMott, 2018). These types of law are generally designed to protect
their workers and various issues are related by employment laws such as legal working,
discrimination and working conditions of employees. For director of OHF changes in current
employment legislation are as described below:
Right to respect for religious beliefs: Peter Khoo has changed some contracts for
Kumar Singh and they said that they could not wear turban so there is a right to religion says it is
generally recognized that there is right to wear religious symbols in workplace. The right to
freedom of religion and belief is fundamental human right to wear a turban and it is adopted by
United Nations in 1948. This act shall not be discriminated against because their religious
beliefs which include local religion because religious identity is an important workplace outcome
and it can increase their decisions in workplace when there is clearly understand about religion
valued and behaviors. Workers identities can adversely affect employee to a well-being and other
individual outcomes. The equality and human rights support their freedom of people thoughts
and their religion. It seeks that employers and employee have any issues regarding this right then
or religion based to find solutions and avoid many complex problems. For this right, employee
impact that employee should assess whether it is religion or belief are accepting or rejecting the
request under equality and human rights legislation. Employers are not expected in religion or
any issues beliefs so that they should not spend so much time and study their motivation for a
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particular employee religion or belief. Many kinds of religion for employer should need to
consider are as follows:
Appearance of belief: It covers clothing, manifestation any jeweller wear an employee
regarding religion or belief (Janno and Koppel, 2018). Examples: turbans, headscarves and
many more.
Time off work for religion: This should be includes request for time off work religion
on a regular basis only they have to avoid any holidays or Sundays. It should be covers time off
work for frequent occasions and various festivals it will be include in time off work religion.
Duties of work should be adopted: Employee should ask to adapt various changes and
must follow their duties related to this religion and they all should be avoid contact with alcohol
or any meat items are avoid in work of religion and belief reasons.
Employers are not required to comply with some requests and maintain or follow these
occasions and avoid some things which are not discussed or related to religion or beliefs. An
employee should adopt some policies and procedure only to ensure that there is a discriminate
between employees those who are requested or work for many years in an organization
(Petersson, 2018). Most of the employees are confident about how they respond in each and
every situation. Employee have right to promote their particular religion or belief and they have
to persuade their customers to adopt any religion and they have a right to discuss their personal
beliefs in workplace. Employee has also a right to decide how to deal a specific situation for
changes in work duties and a Sikh allows wearing a turban so that they should be wearing to
comply with his religious obligation. So director has allowed Sikh to wear a turban and they
have understood that there are requirements for Sikh to wearing turban.
Maternity rights: Chloe Chan is the right to take a maternity leave or annual leave
because there is a right to take a maternity leave. They have to work when women are pregnant
and laws stipulate that female employees have a right to return same position after a period of
maternity leave. Employers are not allowed to treat wrongly because of their maternity period
this means that women is less secure for making arrangements for more likely to suffer in these
stages because they have less legal protection.
Q2. Zak legal employment rights
Gender reassignment: It should be consisting that gender reassignment covers that any
person which is related to undergo or they has a part of undergone for purpose of reassigning
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person sex by changing any other attributes or traits of a person (Strielkowski, Kalyugina and
Mukhoryanova, 2019). For this act, all trans people have protected for those whose gender
identity does not match their gender and it is basically about a man who us making transition of
men and women. Zak has a rights for sick pay leave because there is a right that firm has offer a
sick pay scheme for employees so that employee can offer a sick leave. It should be included
written statement which should be given two months and firm does not offer any type of scheme
have should be given. A typical sick pay leave usually starts for a minimum period of service at
least after three months of probationary period. Various legal rights that employee can take a sick
pay leave are as described below:
Apprentices act: Any people have a right to appointed under this act and take a medical
leave for maximum 15 days of period and in case of accumulated leave then they can avail their
up to 40 days in a year.
Plantation labor act: Employee is to be covered in these acts are should be entitled
according to their firm policies and procedure. Most of the employees are eligible for one month
sick leave for every 18 months are should be rendered in half of wages.
Promotion of employees: If there is promotion of employees then there is a avail of sick
leave not less than 18 of service period.
As an employee they have to meet all these requirements should be adapt for firm
cultures and expectations (Traoré, 2018). It should make it clear about their sick leaves and
update new starters that existing employees are continuous their processes of their sick leaves
basis.
Employer discretion: Employer can choose according to their some leaves to make a
exception. Some schemes which is required for employees discretion which means employee can
refuse payment if they think they are unjustified so it is essential to justify their reasons that they
cannot refuse their payment and avail to provide their leaves.
Work related sickness: If there is work related sickness then employee has a right which
is usually affected by cause of their sickness level. Employee has also a claim of workplace if
they can’t avail their leave and they have a legal right to make a personal injury claim.
Under this legislation, there is an act that provides compensation part by employee who
has an injury or any illness may be suffered that will be result during their employment
legislation act (Trevino and Nelson, 2021). Sick leave can consist that employees or employers
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are many leave which includes medical leaves sick leaves entitlement, many holidays’ rules and
many more. It should provides pay to employees when they are out of work due to illness then
such leave can firm is fixed in accordance to their state and any other laws which is applicable.
Some employment laws are restricted due to certain some provisions in terms of their respect
(Sunder Raj, 2017). Zak has a right to avail their sick leave and at least to be paid statutory sick
leave of for consecutive day and they have no right to pay their first three days of consecutive.
Some firm have a probationary period and current rate of sick pay is 94.25 per week and up to 28
days. Employer should pay their staff more than they thought or their own pay schemes. Firm
has also involves many schemes for employees but in case of sick leave Zak has a right to avail
their services and their sick leaves. So director has no right to stop or cannot take a leave because
there is some right has maintained in a firm or world.
Question 3. How will dependent contract will change benefit received by worker in terms of pay,
sick pa as well as annual leave with implementation of Dependent Contractor IR 35 Status
April 2021
IR35 is a rule which is related to off payroll for working of employees in an organisation. This
helps to assess genuineness of an employees for payment of tax (Al-Mawla, 2020). Employees
who work in an enterprise get benefit of tax efficiency when they are unable to get benefit for
sick pay, holiday or other leave. Some employees try to get benefit of efficiency of tax by
showing that they are working as self-employed. This helps handle issues like tax avoidance
while off payroll working.
When an employee is a disguised employee, it clear that they are taking tax benefit by working
in a company. This provide benefit to employer or owner as they are not required to pay in
national insurance for employees. Employees of OHF are leaving their organisation which can
affect their working. They are also making changes in pay structure (Baporikar, 2020). These
changes include organisation is not provide any wages to apprentice in period of training and
also make changes in minimum changes as wages minimum wages for 16 to 17-year-old will be
1.80 pounds whereas for 21 to 24-year-old employees it will be 8.90 pounds. It works as a test
for tax to check their employment status which can be done when employees indicate themselves
as self-employment or employment. This is a contract between employer and employee is inside
IR35 than it indicates towards employment. In this case, HMRC is considering individual as
employee and they need to bear income tax as well as burden of national insurance like other
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employees (Sibbald, Wathen and Kothari, 2017). But if contract exist between individual and
employer is outside IR35 which indicate that self-employment and allow individual to enjoy
efficiency of tax.
Government has reintroduced their practice related to national minimum wages adopted by
business. The changes that government has introduced include increase in threshold as they will
publicly name organisation who are providing more than 500 pounds to their employees as
national minimum wages whereas in previous scheme, it is 100 pounds. Changes in national
minimum wages also include scheme like salary sacrifice in which employees are ready to
reduce their salary in return of benefit (Chemuturi and Chemuturi, 2020). Before these changes
occur, this scheme is affected by decreasing wages as it is considered as under paid worker or
employee. In this it is important for organisation to adopt these changes as government s not
charging penalties to firm but still it is important for company to comply with national minimum
wages rule. Business of OHF is not fulfilling their requirement of national minimum wages. It is
recommended to director of OHF that they need to either increase their minimum wages to their
employees or they need to increase benefit given to employees working in enterprise. As there is
increasing turnover in employees which may affect image of company also it is costlier process
to hire new employees for organisation. Mr. Khoo need to make certain changes in their
organisation to retain their employees also to protect image of organisation These changes in
national minimum wages can affect their business as government can impose financial penalties
over their organisation and also can take other actions which might affect their working. Mr.
Khoo can also increase some amount in minimum wages for employees working in their
enterprise which helps them in complying with legal requirement of government
Question 4. With increasing turnover of Staff in OHF, staff has been told that Mr. Khoo that they
are not allowed to wear any religious wear as well as Jewellery
There is increasing turnover in OHF which is not good for operation as well as image of
company. These can affect working of company as it increases their cost of operation as
company need to hire new employees to complete their labour requirement. It also affects their
market image which does not attract skilled employees towards them (Duarte, 2020). There is
various reason for which employees are leaving their enterprise including their restriction on
wearing religious wear and other religious jewellery. Mr. Khoo has pas put restriction in their
organisation according to that, employees have no freedom to wear religious wear of jewellery. It
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is not right as per human rights but an enterprise can implement this in their business under some
circumstances. It is right if it is implemented for valid reason as in restaurant service or any
organisation involved in production of food which is harming food. If organisation is restricting
these things, it is legally wrong but imposing rules on every employee can made them satisfied
and cannot come under category of discrimination.
If managers of business putting these restrictions to avoid discrimination at work place, then
a organisation can prohibit worker to wear religious thing. If there is a certain dress code at work
place than again it is allowed managers or director of business to put restriction on employees to
wear religious wear. Director need to make their employees understand before implementing
these changes, otherwise they need to face refusal from employees’ side. These things become
reason for increasing turnover in OHF. Mr. Khoo need to talk with their employee and allow
them to participate in decision making process of firm. In this process they can communicate
with employee and tell then reason behind implementation of these changes. If these changes or
restriction are necessary than employees will support management of enterprise but if it is not
then they need to face refusal form workers. In food business, it is important to make cleanliness
as per food safety law, then in this circumstances manager or direct can put restriction over
employees to not wear religious things at work place (Elkin, 2019). It will also promote equality
in business and also make this thing clear that business is not supporting any particular religious
as it can harm to image of company in marketplace.
Managers of business can add that they are not supporting any particular region and promote
equality a work place. Th will help business to improve their image and also satisfied employees
who are form other country. This will also assist directors to avoid discrimination at work place.
Director Mr. Khoo can also add t their handbook that they are providing equal wages to their
employees and also believe that they work to achieve mutual goas which is for mutual benefit of
employees as well as employer (Gao and Chan, 2019). These hand book will work as tool to
retain employees in organisation for long period which also helps them in reducing cost of hiring
new employees. It also improves market image of OHF which helps them to attract skilled
employees to them and increasing satisfaction helps in increase in profitability of firm.
CONCLUSION
From above mentioned project reports it can be concluded that managing human resource is
one of important activity in organisation. It is important for business to manage human resource
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to conduct smooth flow of operation and to run organisation in direction of growth. There is
various legislation which helps an organisation in regulating their employees. This legislation
protects interest of employees as well a employer and ensure smooth functioning of business.
These legislations also include right of employees including respect of religious belief, maternity
rights and many more. These helps in protection of interest of employees and organisation as it
helps in improving image of business in marketplace. There are various rights given to an
employee which are gender reassignment, apprentices act, plantation labour act as well as
promotion of employees. These acts are important as it helps business in retaining their
employees as well as increase satisfaction level of their employees and workers. Employees has
right to take leave for any illness or other leaves and can fight against discrimination occurred at
workplace. There is various benefit an employee or employer get after changes in IR35. As per
this scheme, employees have right to have minimum wages and if employers are not providing
them that minimum wages than they can ask for extra benefit like leaves, national insurance
contribution etc. An organisation needs to retain their employees in their organisation as it can
affect their image and also increase cost of business. When an organisation hires new employees,
it incurs cost related to hiring, training and development, induction process. It not only waste
many but also efforts as well as time of managers. To retain employees at work place, managers
can use strategies like adoption of equality. This will help to increase mutual trust between
employees as well as employers.
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REFERENCES
Books and Journal
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Al-Mawla, S.M.M., 2020. The Effect of Individual Strategy For Managing Diversity Of Human
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Baporikar, N., 2020. Human Resource Management for Managing Cultural
Diversity. International Journal of Applied Management Sciences and Engineering
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Chemuturi, M. and Chemuturi, V., 2020. 14 Roles and Responsibilities in Managing People at
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DeMott, D. L., 2018, January. Managing human error, HRA as a reliability tool. In 2018 Annual
Reliability and Maintainability Symposium (RAMS) (pp. 1-6). IEEE.
Duarte, I., 2020. Human Resources Management for Sustainable Sea Tourism. In Managing,
Marketing, and Maintaining Maritime and Coastal Tourism (pp. 18-32). IGI Global.
Elkin, S. E., 2019. Managing the development of human potential based on the assessment of
intellectual capital.
Gao, R. and Chan, A. P., 2019. 14 Managing construction safety in developing
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Janno, J. and Koppel, O., 2018. Managing Human Factors Related Risks The Advanced Training
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Sibbald, S. L., Wathen, C. N. and Kothari, A., 2017. Managing knowledge in transitions:
Experiences of health care leaders in succession planning. The health care
manager. 36(3). pp.231-237.
Strielkowski, W., Kalyugina, S. and Mukhoryanova, O., 2019. MANAGING HUMAN
POTENTIAL AND YOUTH SOCIAL ENTREPRENEURSHIP IN PERIPHERAL
REGIONS. Management Research & Practice. 11(3).
Sunder Raj, K., 2017, June. Knowledge Management in Managing/Optimizing Performance of
Power Generating Assets. In ASME Power Conference (Vol. 57618, p. V002T08A022).
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Traoré, A. A., 2018. Managing Performance through Training and Development 7 e édition,
Nelson Education Series in Human Resources Management.
Trevino, L. K. and Nelson, K. A., 2021. Managing business ethics: Straight talk about how to do
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