Labour law in the United Kingdom regulates the relationships between trade unions, employers, and workers. As experts recommend, It incorporates various acts, common law, equity and regulations that make up the charter of employment rights. The law is beneficial to workers in the UK.
The law includes the National Minimum Wage Act of 1998 that spells out the right to a minimum wage of about £8.21 for all people who are above 25 years old. Also included is the 1998’s Working Time Regulations which requires that workers be given 28 days paid holidays. This regulation is aimed at limiting excessive long working hours by introducing breaks from work.
When it comes to artistic performances or exhibitions, however, there’s a form of censorship in the UK that’s due to a range of competing interests – corporate interests, religious sensibilities, and public safety. Most of the time, these limitations are often imposed without any legal basis or guidance at all.
Another component of the labour law is the 1996’s Employment Rights Act. This act gives the right to child care leave as well as the right to negotiate for flexible working patterns. Additionally, the Pensions Act of 2008 requires that all workers be automatically registered in an occupational pension. The pension should be protected in accordance with the provisions of the 1995’s Pension Act.
Enterprise Management Law
Collective participation in decision making on enterprise management is important in maintaining fair standards of labour law. This is done through collective bargaining as supported by the right to strike and direct workplace participation.
The Pensions Act of 2004 gives workers the right to vote for trustees who will manage their occupational pensions. In universities, for example, the directors of the institution are voted for by the staff.
The law requires that workers in enterprises with more than 50 staff be consulted and informed about major economic changes, challenges or developments. This is facilitated through work councils which are requested by the staff.
However, it is important to note that the UK lags behind EU standards that require all workers to be allowed to vote for the board of directors of their respective institutions, alongside private shareholders and government authorities.
Collective bargaining is viewed as a “single-channel” that allows workers to limit or counteract the abusive powers of the employers. They are cushioned against arbitrary dismissal or fixing of terms of work.
The right to strike granted to the trade unions supports the collective agreements. This law is in line with international labour law in democratic societies. The 1992’s Trade Unions and Labour Relations Act spell out that strikes are lawful if they are aimed at contemplating or furthering trade disputes.
Employment Duties and Rights
Labour law in the UK is aimed at ensuring that every worker enjoys the minimum rights and a voice to request fair standards at their workplaces. Therefore, employers and employees have a duty to ensure they comply with the law.
The statutes and courts in the UK give rights to different groups according to their classifications. These classifications include jobholders, workers, apprentice and people with employment relations. In general, rights are more for people who are in weaker positions and have limited or no bargaining powers.
Labour law in the UK is meant to safeguard the rights of the workers in their workplaces. Although there are many regulations and acts within the law, they are all aimed at providing a framework that defines the relationship between trade unions, workers and employers.