People tend to spend up to 40 hours per week at their workplace, surrounded by their colleagues and managers. For this purpose, it is vital to make certain that their employee rights are safeguarded and to ensure that the employers take every appropriate measure to follow all work-related Federal Regulations set out by the governing bodies. Employment laws are put in place to maintain a work environment that is anti-discriminatory towards its workers. These laws warrant equitable treatment of the workforce. This helps to ensure fair treatment among the workforce and cultivates a positive atmosphere within an organization that encourages career growth and improves daily operational productivity. This article will look at the three basic rights of workers that every company needs to follow to function correctly.
What Are The Employment Laws In The Uk?
The employment law solicitors Stockport UK regulate and nurture the relationship between employers and their employees. The supervision of legislative agreements set out standard guidelines on how the top management and the staff must behave in the workplace.
1. Safe Workplace Environment
It is a fundamental right of every worker to expect their work environment to be protected and secure from health or safety hazards. Feeling a sense of safety at the workplace lays down the foundation of trust between an organization and its employees. In case employers fail to do so and the workers experience a security threat at the workplace, they can file a complaint with a sub-department of Human Resources called the Occupational Safety and Health Administration (OSHA). This allows the employees to shed light on hazardous situations and bring them to the authorities' attention in a professional, non-threatening manner.
2. No Sexual Harassment In The Workplace
In recent times, laws positioned to prevent sexual harassment in the workplace have become more critical than ever. UK's employment rights make sexual harassment of any intensity illegal and with severe repercussions for the perpetrator. Sexual harassment could be defined as any forceful advancement made towards somebody that breaches consent. It includes a spectrum of illicit acts such as inappropriate remarks made towards an employee's appearance and demanding sexual favours in exchange for job security or promotion. In a more generalized context, sexual harassment can be categorized as any sexual gesture that creates a hostile work environment.
3. Wage Equality
Expecting employers to pay all of their employees the same wage is unreasonable, especially with modern-day organizations' complex hierarchal structures. However, wage equality law ensures that employees that possess the same skillset, working at the same level, and executing similar job tasks receive the same paycheck, regardless of age, gender, race, or religion. This law also makes certain that employees at a corresponding level are provided with the same treatment and external benefits as their colleagues.
The Bottom Line
If you are an employee, you must know the laws set in place to safeguard your rights. If you feel that your employers are subjecting you or your colleagues to unfair treatment, you can reach out to employment law solicitors in Stockport UK to know more about your rights as an employee.
Bridgeway solicitors have a qualified solicitor to provide professional service in all areas of family law such as divorce, children and contact, property adjustment, maintenance and injunctions in Cambridge UK.Go To Website
Choosing a divorce lawyer in London will be one of the most difficult and important things you have to do.
London divorce lawyers are also more expensive than other parts of the UK, so it's important to get it right from the start.Here are some tips to help you make the right choice among divorce solicitors in London or elsewhere in the UK.Ideally, you are looking for experienced and experienced UK divorce law lawyers.
Some lawyers may offer residential assignments, bodily injury, immigration law or labor law.
Just make sure you choose the one that focuses on divorce and family law and who knows the family law of the UK.
Garden leave clause is an extremely useful tool for employers to mitigate the impact of employees (usually a senior employee) exiting an establishment, by providing (a) transition period, to phase out the incumbent employee, and (b) bedding period for his or her replacement.
It is common to find a garden leave clause in employment contracts of key employees of establishments who (a) have significant knowledge of day-to-today affairs of the establishments, or (b) are engaged in a highly technical industry (such as pharma, banking and financial services, biotechnology, etc.
), or (c) possess significant trade secrets and confidential information.
In practice, such a clause entails the employee in question being excluded from the workplace or being limited to a peripheral role, instilling a sort of Chinese firewall so as to minimize or eliminate their exposure to critical matters that impact the day-to-day affairs of the establishment.The garden leave clause is normally included in employment contracts and kicks in once the employee in question has begun serving his or her notice period.
It remains effective for the entirety of the notice period and in some instances may even extend beyond the contractual notice period.While garden leave provisions have been widely accepted and are common around the world, there have been instances where Indian Courts have found such a clause to (a) fall foul of Section 27 of the Indian Contract Act, 1872 (“the Act”), and (b) be in disguise as a restraint of trade.Tatva Legal, Hyderabad, amongst other services, provides comprehensive employment law related legal services and our team of experienced lawyers advise on all aspects of labour law, catering to the needs of both the private sector and public company employees.Read More: https://tlegal.com/blog-details/enforceability-of-garden-leave-clause-in-an-employment-contract
