Employers need to have proper knowledge on employment laws, before they are hiring people. It is important to have proper awareness and there are a number of key areas to know.

1. Proper definition of employees and employers:

Before delving deeper into the intricacies of this issue, it is important to have a very clear idea of basic things. As an example, we should what employees and employers are. In this case, workers could agree to provide work or services based on specific contracts with an organization. Employees can be fully employed or they provide services as self-employed individuals. Another thing to consider is whether employees work as full time or part time.

Full-time employees need to work based on the number of hours defined by employers. For part time workers, pays could be awarded based on the amount of work provided. Employees can be permanent or temporary, based on the contracts. In any case, temporary workers shouldn’t be treated differently than their more permanent counterparts.

2. Current statutory rights:

These rules govern the framework for how people deal with the staff from the recruitment process to the actual cessation of contracts. Statutory rights are reasonably broad subjects and can be a bit too detailed to discuss. It may covers things like minimum pays for the lowest grade employees and equal pays regardless of gender. Employees shouldn’t be discriminated based on gender and age.

We may also consider working hours in a week and regular breaks each day. Parents with children could be give flexible working conditions to help them accompany their children better at home. There could also be up to 26 weeks of maternity leave and 2 weeks of paternity leave.

Employees could be allowed to absent if affected with sickness and this is covered in statutory sick pay entitlement. Compassionate leave is given for employees and it is simply non-paid leave, when they need to deal with the death of a family member and sickness.

3. Dismissal and disciplinary:

Employers must have a completely fair reason to dismiss employees who have worked for at least one year. A fair dismissal procedure must be followed. In some reasons, unfair dismissals can occur if employees need to take time off due to parenting and union actions.

However, constructive dismissal could occur if employers somehow break the contract terms, which causes the dismissal of the employee. Employees may also reach their default retirement age and this could be different based on countries and company’s standards.

4. Contract:

It is an important element of all employee and employers relationships. All parties should agree to everything mentioned in the contract before their sign it. Contracts will easily determine whether employees have followed proper procedures.

Disciplinary and under performance proceedings could cause penalty and even termination. Concessions and employee benefits should also be mentioned in the statutory employments, such as compassionate leave and maternity leave. It needs to define whether staffs need to be released due to resignation, redundancy and dismissal.

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