United Kingdom's Employment Law and Relationships

953 Words4 Pages
Wedderburn has a significant point in his statement that United Kingdom employment relationships are highly regulated by law. It would be more accurate, however, to state that there are certain areas of employment law that are well regulated from a variety of different sources. Prior to denoting just what these sources are and what effects they have on various employers, employees, and organized labor unions, however, it is necessary to delineate the development of employment law throughout the United Kingdom which, given this region's lengthy history, is fairly recent. Prior to the midway point of the 20th century, there was no employment law in the UK or throughout various other parts of Europe as well. For the most part, all employment relationships took the form of master/servant roles, with the latter having fairly little say in the terms and conditions of their employment. In the 1960's, however, this decidedly laissez faire approach was replaced by a few minimum standards protocols that dealt with safety and economic dismissal. One of the regulations that emerged regarding the latter topic was the 1965 Redundancy Payment Act, which issued stipulations and standards for termination (Gunter, 1965). Trade unions truly emerged as a powerhouse and one of the key drivers for employment relationship in the 1970's. Collective bargaining was rampant and even advocated by governmental entities to prevent strikes from occurring. Perhaps the most important aspect of this epoch
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