Employment Law is one of those things you never really think about until it comes time to enact it. As an employee, you trust your company will have upheld their end of the bargain when it comes to conducting fair employment. As the employer, it can often take care of itself when implemented correctly to being with. That being said, it’s important to understand the intricacies of it. Should the time ever come you need to consult it, you have a basic understanding of the parameters. This will ensure that things run as smoothly as possible should difficulties arise.
The first thing to know is that employment law covers a wide range of potential matters. It covers anything and everything to do with employment. For most people, they will only really encounter this at the moment they receive their contract. Other occasions surround a dismissal hearing or over a dispute. Regardless, employment law also enshrines the employee’s rights for the duration of their contract with their employer. It governs aspects of their employment such as health and safety, maternity and paternity leave, and protection against discrimination, amongst other things.
For example, did you know that it is illegal for an employer to discriminate against an employee who is taking time off for maternity leave? This even applies at the pre-employee candidate stage. An employer cannot disregard a potential candidate for the role if she is currently pregnant. Even asking about possible pregnancy plans at the interview is tantamount to discrimination, and could see legal action raised.
Once employees have are fully aware of the employment laws by which they are expected to abide, it is the incumbent upon the employer to provide written evidence of these terms and conditions to the employee. What’s more, should there be any changes in these terms and conditions, it is the employers’ prerogative to make sure all employees are updated in writing, as soon as possible. Should any employer neglect to do this then it can result in complicated legal issues. While you feel it may be unlikely that such changes would have any great impact on the daily working life of your employees, it’s imperative you inform them of any such changes. As employment law also covers things like minimum wage, working hours, paid holiday, and sick pay, notifying employees as soon as possible is vital as such changes could immediately affect their working conditions.
Employment law also oversees any form of discrimination based on a person’s sexuality, marital status, race, ethnicity, age, disability, and beyond. The key here is to guarantee that this information is readily made available to all employees at all levels of any company. Transparency is paramount, and ensuring your company rules are clear, concise, and accessible to all, perhaps even as part of mandatory training programmes, is central to creating and maintaining a harmonious working environment, with easily referable rules should they be required.
Are you currently facing difficulty with an employer? Do you feel you have been unfairly treated or discriminated? Would you like any help and advice with an employment law problem you are facing? Mark Reynolds Solicitors have offices in Liverpool, Leigh, Runcorn & Warrington. Give us a call today to arrange a consultation on 0800 002 9577. Alternatively, click here to reach us through our contact page.