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A snapshot guide on the impact of employment law for the employee and the employer.

The impact of employment law at the start of the employment relationship can include various internal and external factors. Here we look at these factors and what impacts they have on both the organisation and an employee.

Internal factors which can impact on the employment relationship

How managerial staff interact with their employees in terms of how they manage the employee’s workload, oversee the conduct of the employees inclusive of their behaviour. Managerial treatment that is given fairly and professionally motivates employees to exceed their usual workload and make employees feel valued.

The company’s ethos on work-life balance such as adopting a flexible working pattern could impact upon the employment relationship. Staff would feel happier, more productive and less stressed by opting to choose when to start and finish work (within the grounds that the work is completed).

Two external factors which can impact on the employment relationship

An external factor that could impact on employment relationship could be politics with the evolving changes in Government. Such as Brexit, which could impose higher cost increases for businesses which could reduce the number of jobs available.

With the UK being external to the EU in the years to come this could increase the cost of importing goods such as parts for a machine. With the high importation taxes, some businesses would look to reduce costs elsewhere and could look at relocating outside of the UK where the cost of skilled workers would be cheaper.

More external factors that can impact on the employment relationship are the social aspects as the age at which people can retire increases. The increased levels of longevity (partly due to the technological development of modern medicine) is resulting in the reduction of firms recruiting new workers as their skilled workers have retained their roles.

It is important to determine an individual’s employment status is to ensure that the staff member is provided with the correct employment rights. Legally if a staff member has an incorrect employment status, this could be raised as a legal claim within the Employment Rights Act 1996. Employees are also entitled to certain benefits such as opting for flexible working and employee discounts. Workers are not entitled to these benefits as they are not a permanent staff member.

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If you’re considering a career change or seeking career help or guidance why not give Harvey Richmond a call today on +0117 313 5227 or send us an online message.