Labor Law

1829 Words8 Pages
Introduction Employment law or labour law as it is historically concerns regulations in the workplace. That is, it creates rights and responsibilities in the employment relationship, between employers and employees. It is often suggested that it relates to a cycle, an ever-revolving motion involving three tasks – creating, maintaining and terminating employment. “Creating employment involves recruitment and selection of employees, maintaining employment involves contractual terms and conditions or statutory rights and terminating employment includes dismissals and potential litigation” (Hardy and Upex, 2006, p.1). Therefore, “employment law forms the large body of laws, administrative rulings and precedents which comprises all areas of…show more content…
Consequently, as a result of this circumstances Alan behaved strangely that gained negative attention from his co-workers. At the end due to Alan’s conduct, Mr. Philip acting on a bad mood dismissed him with no valid reason. From English law, “employment law will fall under the remit of civil law which is concerned with resolving a dispute between two parties. Most employment disputes will be resolved in the employment tribunal. In resolving the dispute compensation or damages can be awarded to the wronged party or in some cases an injunction can be made” (Daniels, 2004, p. 4). Creating employment Each employee has an employment contract with his employer, which may either be oral or in writing. A contract of employment or a contract of service is like any other contract in the sense that it is subject to the general principles of law. In theory this means that the parties are free to negotiate the terms and conditions that suit them so long as they remain within the constraints imposed by statute and the common law. However, “in practice a significant proportion of the workforce does not negotiate on individual basis. An important proportion are engaged on such terms and conditions as are laid down in currently operative collective agreements, although these agreements are, in practice confined to the minority of employers” (Lewis and
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