Employment Law – Understanding Employment Law and its Effects

The Employment Rights Act 1998 to date covers workers in both the private and public sectors and applicants for employment on the basis of age, sex and sexual orientation. The Act outlaws discrimination in employment-related fields including pay, working hours, access to employment, benefits and promotions. This Act also covers discrimination in the workplace on the basis of age, colour, nationality, sex, pregnancy and religious or spiritual beliefs. In addition, the Act also makes it possible for employees to bring claims under it.

Under the Employment Rights Act, an employer is obligated to make a reasonable attempt to accommodate an applicant for employment who has been subjected to harassment on the basis of race, age, sexual orientation, colour, religion or a similar reason. It is considered acceptable if the employer considers that he cannot reasonably accommodate the applicant. If you feel that you have been subjected to harassment at your workplace, it is important to report this to the human resources department immediately. This will help in assessing whether the employer has taken measures to remedy the situation and also help in bringing about a positive change in the work culture.

In order to ensure that you do not become the victim of direct discrimination, you should educate yourself about employment equity and equal opportunity. The main article on employment equity tackles general issues such as racism, sexism, age and gender. However, the article on employment equity does not address disability. Direct discrimination against applicants on the basis of disability is illegal. As such, if you have been subjected to harassment because of your disability, you should contact your legal advisor immediately.

The main article of employment equality addresses discrimination based on disability. It is important for people with disabilities to understand their rights under the Act and take measures to protect them from any form of discrimination. The Employment Rights Act addresses discrimination on the basis of race, gender, sexual orientation and age. People with disabilities can also claim protection under the Act when they have been subjected to disability discrimination because of things like maternity leave, assessment criteria, recruitment on the basis of skills, application process, training, redundancy, education and training and other similar actions. In addition to the above, people with disabilities are protected by the Act from being discriminated against in the workplace on the grounds of colour, race, age, cultural background, marital status, political opinion or sex.

The main function of the Act is to ensure that all citizens enjoy equal opportunities in the workplace. Particular measures are in place to prevent unlawful discrimination on the basis of disability or other unlawful discrimination and to promote equal employment opportunity. The following measures are protected characteristics of the Act: ensuring a reasonable balance of workers and employers, maintaining equality of opportunity, avoiding discrimination based on colour, race, age, sexual orientation and political opinion, not discriminating against a worker on the basis of race, sex, sexual orientation and age, providing a reasonable accommodation to disabled persons, ensuring a balance of male and female workers, taking reasonable action to eliminate or rectify problems caused by any form of discrimination, not discriminating against an employee because of any protected characteristics, providing training and advice to employees and making the employment practices and policies of the employer consistent and clear.

Employment law in the United Kingdom covers different areas of the employment relationship. There is currently legislation covering disability discrimination, pregnancy and maternity, equal pay act, discrimination due to age, race, religion or belief, dismissal, whistle blowing, whistle-blowing, negligence, contract terms and conditions, dismissal and workers’ compensation. There is also a Civil Fait law which deals with complaints about workplace injury and illness, bullying and harassment, workplace accidents and injury claims, and industrial disputes and the enforcement of contract terms. There is also a National Minimum Wage Act, which sets out the minimum amount that an employer must pay an employee. This is the most common piece of legislation which addresses issues of employment equality.