Legislation and Employment Relations Flashcards
What is the Equality Act 2010?
The Equality Act 2010 aims to prevent
discrimination in the workplace. It is illegal to discriminate against workers based on nine protected characteristics:
age.
disability.
gender reassignment.
marriage and civil partnership.
pregnancy and maternity.
race: can refer to colour, nationality, ethinic or national origins.
religion or belief: can refer to religious or philosophical beliefs, including a lack of belief.
sex: refers specifically to someone’s biological sex as recorded on their birth certificate.
sexual orientation.
What is the impact of the Equality Act 2010?
Policies and procedures– organisations need to have policies and procedures in place to ensure that there are equal job opportunities for all. They must also prevent discrimination across all aspects of the organisation.
Employee training– staff must be trained on the requirements of equal opportunity legislations.
Recruitment procedures – organisations may have to revise their recruitment policies to ensure there is no discriminatory wording in job adverts and no discrimination during the recruitment process.
Accessibility – the business needs to ensure it is accessible to all. This may require investment in equipment such as ramps or the installation of lifts.
Prosecution – the organisation may be prosecuted if they fail to comply with regulations resulting in a fine.
Investigation – an organisation must investigate any accusations of discrimination or harassment against employees or customers.
What is the Health and Safety at Work Act 1974.
The Health and Safety at Work Act 1974 is the main piece of legislation covering health and safety in the workplace. It outlines the responsibilities of both the employer and employee in ensuring there is a safe working environment.
Employee responsibilities - to take reasonable care of your own and others safety.
Employer responsibilities - ensure health and safety training is undertaken by all staff.
Employee responsibilities - not to interfere or misuse anything that has been provided for your health and safety such as safety equipment.
Employer responsibilities - Provide appropriate protection.
What is the impact of the Health and Safety at Work Act 1974
Safety equipment – the organisation must provide employees with appropriate safety equipment which may increase costs.
Legal action – if the organisation does not comply with health and safety regulations, they may be subject to legal action from employees who have been injured. This may result in the organisation having to pay
compensation.
Business closure – a business that does not comply with health and safety regulations is at risk of being closed temporarily while the issue is fixed, or could be shut down permanently.
What is the National Minimum Wage?
The National Minimum Wage Regulations sets out the minimum amount of pay a worker is entitled to per hour. This wage is based on a worker’s age. There is also a specific rate for apprentices.
Age National Minimum Wage entitlement
23 and over £9.50 (National Living Wage)
21 to 22 £9.18
18 to 20 £6.83
Under 18 £4.81
Apprentice £4.81
What is the impact of the National Minimum Wage?
Increased costs – an increase in National Minimum Wage will increase the costs for an organisation which may result in lower profits.
Reduction in staff – an organisation may have to reduce the number of people they employee or reduce staff hours to be able to afford a rise in wages.
Backdated payment – if an organisation is found to be paying less than the National Minimum Wage, they will be required to make a backdated payment to employees.
What are Employee Relations and its benefits?
Employee relations are concerned with how employers work together with their employees.
If employers maintain positive employee relationships within the organisation it can lead to a motivated workforce.
Benefits may include:
The organisation will have a positive image for treating staff well. This may lead to a higher standard of employee applying to work for the business.
Disputes between employees and employers are less likely because employees feel they have been consulted.
Implementing changes in the business is easier for management as employees will be more flexible.
Employees will be more committed to the organisation resulting in the business being more likely to meet its objectives.
What happens when Employee Relations are poor?
Workers and managers do not always work in harmony.
These groups sometimes have different aims. This can lead to conflict and trouble occurring in the workplace.
Poor employee relations can lead to:
workers not co-operating.
industrial action.
a bad reputation for the organisation.
