Employment Law Services

Employers can often become overwhelmed by the number of laws governing employment and labour in the UK. The employment legislature is present for most counties; however, some of the statutes overlap, and some are only applicable to specific situations. We’ll discuss the various types of employment law and employment law services.

1. The Civil Rights Law

There are various employment statutes that apply to the UK that protect staff against discrimination. The prohibition is based on discrimination regarding race, colour, sex, religion, pregnancy status, national origin, disability and age. The original anti-discrimination law was derived from the Civil Rights Act of 1964; therefore, various amendments have been made to it to keep the legislation relevant to the current decade. This employment law covers all employers with over fifteen staff members.

Legislature prohibiting discrimination based on an individual’s age is known as the Age Discrimination Act. The statute initially came into effect in 1967, but it has been strengthened since then by application of additional acts.

Employment Legislation

There acts that prohibit discrimination against a person based on any disabilities; therefore, providing protection for people experiencing physical, mental or genetic disabilities. According to this act, employers cannot hire or fire employees based on disabilities and need to make accommodations for job applicants or employees in this situation.

2. The Family And Medical Leave Laws

Another type of legislation that employment law services would manage is the Family and Medical Leave Act. This Act was made a law in 1993 and allows staff to take twelve weeks of unpaid leave within a twelve-month period. The employment law allows individuals to take time off to care for newborn babies, care for sick family members, or manage pregnancy needs. There is also a clause allowing staff unpaid leave to manage foster care or adoption of a child.

If an employee is covered by the Family and Medical Leave Act, he or she must have been employed by the relevant company for a minimum of twelve months and worked for more than 1,250 hours. It is also required that the employee works at a company with a minimum of fifty staff members. This employment statute covers both the private and public sector employers.

3. The Workers’ Compensation Laws

When a staff member is injured or develops an ailment because of work-related conditions, the workers’ compensation law will come into effect. In certain states, the employer has the option of either purchasing workers’ compensation insurance or ignoring the program entirely. If the insurance is in place, the company gains protection against employee lawsuits should the individual be injured at work. A company that has opted out of this program will not have any legal protection, and these employers may be found liable for compensation and punitive damage.

4. The Workplace Safety Laws

According to the Occupational Safety and Health Act, all employers are required to keep the workplace a safe and healthy environment for staff members. This law protects the staff from recognisable hazards, such as exposure to toxic chemicals, extreme noise, mechanical dangers and unsanitary conditions. The law also protects staff from infectious diseases and repetitive injuries.