British Labour Law

British Labour Law

United Kingdom labour law involves the legal relationship between workers, employers and trade unions. People at work in the UK benefit from a minimum charter of employment rights. This includes the right to a minimum wage of £6.19 for over 21 year olds under the National Minimum Wage Act 1998, 28 paid holidays and no longer than 48 working hours unless one consents under the Working Time Regulations 1998, the right to leave for child care, and the right to request flexible working patterns under the Employment Rights Act 1996. The Employment Rights Act 1996 adds that, unless the employee repudiates the relationship, before a dismissal every employer must give reasonable notice after one month of work, backed by a sufficiently fair reason after one year of work, and with a redundancy payment after two years. If a company is taken over the Transfer of Undertakings (Protection of Employment) Regulations 2006 state that employees' terms cannot be worsened, including to the point of dismissal, without a good economic, technical or organisational reason.

Beyond individual rights, workers have the ability to participate in decisions about how their enterprise is managed through a growing set of statutory rights and the traditional models of collective bargaining. Gradually, the number of "John Lewis" style participatory institutions at work have grown, often mirroring European standards. Workers have the right to codetermine how their occupational pensions are managed under the Pensions Act 2004, and how health and safety policies in the workplace are formulated under the Health and Safety at Work Act 1974. In larger firms with over 50 staff, workers must be informed and consulted about major economic developments, particularly about business difficulties. This is happens through a steadily increasing number of works councils, which usually must be requested by staff. The UK has not yet implemented earlier proposals, or followed the majority practice in the EU to require that employees have a vote for members' of their company's board of directors. Collective bargaining between trade unions and company management remains the UK's primary participatory model. Collective agreements are backed up by the threat of a strike which is lawful if "in contemplation or furtherance of a trade dispute". Since the early 1980s, industrial action has steadily decreased, as has membership of trade unions. The Trade Union and Labour Relations (Consolidation) Act 1992 sets out rules for the constitution of trade unions, members' rights, the conditions to be fulfilled before strike action may be taken and the legal status of collective agreements.

Read more about British Labour Law:  History, Employment Rights and Duties, Workplace Participation, Equality, Job Security, Enforcement and Tribunals, International Labour Law

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National Labour Law - British Labour Law
... Acts (first one in 1802, then 1833) and the 1832 Master and Servant Act were the first laws regulating labour relations in the United Kingdom ... The vast majority of employment law before 1960 was based upon the Law of Contract ... There are three sources of Law Acts of Parliament called Statutes, Statutory Regulations (made by a Secretary of State under an Act of Parliament) and Case Law (developed by ...
British Labour Law - International Labour Law
... International labour cases ILO Declaration of Fundamental Rights of 1998 Singapore Ministerial Declaration (13 December 1996) Procurement Regulation (EC) No 732/2008 arts 7-8, 15 and 27 Brussels I ... Treaty of Versailles contained the first constitution of a new International Labour Organisation founded on the principle that "labour is not a commodity", and for the reason that "peace can be established ... role of the ILO has been to coordinate principles of international labour law by issuing Conventions, which codify labour laws on all matters ...
John Reid, Baron Reid Of Cardowan - Government Career - Chairman of The Labour Party and Minister Without Portfolio
... Reid was appointed Chairman of the Labour Party and Minister Without Portfolio on 24 October 2002 ... skills were employed as the Labour Government's chief spokesperson earning him the nickname "Minister for the Today Programme" ... of Reid's key challenges was to keep the trade unions (the Labour Party's main funders) on-side despite the antipathy shown by the Unions to many of the Government's proposals ...
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