Employment Law

The topic we are discussing today has gained momentum through our regular blog visitors who wanted to fully understand what "Employment Law", really is and attain credible yet factual understanding of the fundamentals surrounding this topic. Which starts with the employee and employer within any given organisation.

Employment Law is a comprehensive subject and is amalgamated by so many schools of thought, hence every piece of data given in this chapter will be cross referenced as we continue to reveal this orthodox of our day to day life. To the readers of our blog I urge you to further research and feel free to scrutinise any details given that you might have knowledge or deep understanding of to enrich this post.

The legislation surrounding Employment Law might prove equivocal its is clear that common law among statutes there are also additional sources such as codes of practise to common law and that where we are going to develop our understanding to this undergeneralised topic. Over the years there are a lot of changes that have been made due to the grey areas of employment law that has led to a serious number of tribunal court cases.

Employment Appeal Tribunal (EAT)

Commissions

There are a variety of functions which include overseeing legislation and helping applicants with clarifications where possible.

Law is changing with the changing employee and employer attitudes; therefore this constant change is ultimately changing this very important relationship. Therefore you cannot rely on one source of information as far as employment law is concerned but accumulate data as much as possible by visiting all the relevant institutions of employment law to have fully comprehensive, reliable and unequivocal information.

Common Law

CL contains a great many statutory provisions, a large number of statutes are recent in that they came onto statute books in the past 40+years, before then there was a few legislation governing employment relationship and ever changing with statutes reflecting on this matter.

Legislation

Primary sources of employment rules, statutes added there is a wealth of delegated legislation. Statutory instruments may amend existing statutory provision e.g. United Kingdom Legislation amended to comply with European directives and very good examples are Equal Pay Amendment 1983 and Transfer (Undertaking the Protection) for Employment.


European Law - the UK joined the European Communities Act in 1972, England and Wales; Scotland; Northern Ireland. The treaty meant that the act had legal effect in the UK without further enactment, directly and will override national law e.g. EQUAL PAY 1970 is an Act of the United Kingdom Parliament which prohibits any less favourable treatment between men and women in terms of pay and conditions of employment.

European Convention on Human Rights 1950 (ECHR) and Human Rights Act 1998 (HRA)

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