Employment Responsibilities And Rights
Employment responsibilities and rights
1.1 The working time regulations 1998 – the legalisation states that you cannot work for more than 48hours a week. This is normally over a 17 week reference period. However the 17 week period can be amended, if there is a workforce agreement in place the period can be extended up to 52 weeks. Workers can have a 26 reference period, if their work involves the need for continuity of services eg film/TV, healthcare workers, farmworkers and airport workers.
Employment Rights Act 1996 – the act sets out many of the statutory rights which an employee has. It gives Employment Tribunals power to order employers who disobey those rights to make payments of compensation. ERA only applies in Great Britain but similar legislation applies in Northern Ireland.
The Equality Act 2010 – It protects people in the workplace and society from discrimination. It requires equal treatment in access to employment in public and private services, regardless of age, disability, gender, marriage and civil partnership, race, religion or belief, sex and sexual orientation.
The national minimum wage – It is the minimum pay that almost all workers are entitled to by law. No matter how small the employer is, they still have to pay minimum wage. There are three aged based rates and an apprenticeship rate. Apprentices that have worked over a year and are age 19 or over are entitled to national minimum wage. Although almost all workers are entitled to minimum wage there are some people who aren’t including self-employed people and children who are still of compulsory school age.
1.2
1.3 Legislation relating to employment exists to prevent numerous problems and conflicts, which could arise in the workplace. Generally workers face the most risk of being treated unfairly, to prevent this from happening there are laws that dictate the essential elements of an employment relationship. This includes issues such as minimum wage, safe working conditions and
1.1 The working time regulations 1998 – the legalisation states that you cannot work for more than 48hours a week. This is normally over a 17 week reference period. However the 17 week period can be amended, if there is a workforce agreement in place the period can be extended up to 52 weeks. Workers can have a 26 reference period, if their work involves the need for continuity of services eg film/TV, healthcare workers, farmworkers and airport workers.
Employment Rights Act 1996 – the act sets out many of the statutory rights which an employee has. It gives Employment Tribunals power to order employers who disobey those rights to make payments of compensation. ERA only applies in Great Britain but similar legislation applies in Northern Ireland.
The Equality Act 2010 – It protects people in the workplace and society from discrimination. It requires equal treatment in access to employment in public and private services, regardless of age, disability, gender, marriage and civil partnership, race, religion or belief, sex and sexual orientation.
The national minimum wage – It is the minimum pay that almost all workers are entitled to by law. No matter how small the employer is, they still have to pay minimum wage. There are three aged based rates and an apprenticeship rate. Apprentices that have worked over a year and are age 19 or over are entitled to national minimum wage. Although almost all workers are entitled to minimum wage there are some people who aren’t including self-employed people and children who are still of compulsory school age.
1.2
1.3 Legislation relating to employment exists to prevent numerous problems and conflicts, which could arise in the workplace. Generally workers face the most risk of being treated unfairly, to prevent this from happening there are laws that dictate the essential elements of an employment relationship. This includes issues such as minimum wage, safe working conditions and