labour law

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Related to Industrial relations law: Industrial dispute

labour law

the body of legislation and judicial decisions concerned with INDUSTRIAL RELATIONS, TRADE UNIONS and employment. Labour law has two main forms:
  1. individual labour law, relating to the rights and obligations of individual employees.

    From the 1960s onwards the volume of law in this area has grown considerably, partly as a response to European Union legislation. The Employment Act 1975 was particularly important as it established the right not to be unfairly dismissed (see UNFAIR DISMISSAL). Other important legislation in this era proscribed DISCRIMINATION on grounds of race or sex. In the 1980s individual rights were weakened somewhat. For example, the qualifying period for the right not to be unfairly dismissed was extended. However, legislation by the European Union counterbalanced this trend to some extent, and in the 1990s employees' rights in the areas of dismissal, MATERNITY RIGHTS, PARENTAL LEAVE and WORKING TIME were widened and strengthened;

  2. collective labour laws, relating to the activities of TRADE UNIONS and the conduct of INDUSTRIAL RELATIONS and COLLECTIVE BARGAINING. Traditionally, the law has not played an important role in industrial relations, and agreements made between unions and employers are not legally binding (see VOLUNTARISM). However, industrial relations has become increasingly subject to legal intervention in recent years (see JURIDIFICATION). In the 1970s a statutory union recognition procedure was established (subsequently repealed) by the Employment Act 1975. This law also required that employers consult over REDUNDANCIES and pass to unions information relevant to collective bargaining (see DISCLOSURE OF INFORMATION). In the 1980s and 1990s the conduct of STRIKES, TRADE UNION IMMUNITIES, SECONDARY ACTION, and the CLOSED SHOP were all the subjects of legislation, much of it aimed at eradicating what the government saw as trade union abuses. Recently a new STATUTORY UNION RECOGNITION PROCEDURE was introduced. Whilst union action continues to be highly regulated, labour law is now seen to be less hostile to unions than it was in the 1980s and 1990s. See MINIMUM WAGE.
References in periodicals archive ?
Continues 5 page VVFROM front page considered agriculture workers and therefore not subject to the standard working hours regulations under industrial relations law, then the employer would have had the opportunity to fulfil its statutory requirements in that regard and provide the requisite rest periods.
In March 2006, Australia's national industrial relations laws were significantly rewritten.
26) Report of the Committee of Review of Australian Industrial Relations Law and Systems, (Hancock Report), April 1985, AGPS, Canberra.
We have backed the call by workers at Friction Dynamics in Caernarfon to change the industrial relations law on industrial disputes, " he said.
He received his juris doctorate degree from the University of California at Berkeley's Boalt Hall School of Law, where he was editor in chief of the Industrial Relations Law Journal.
The UK, the Member State with the most problems on this key piece of industrial relations law, came forward with a proposal which it said it could find acceptable.
Industrial relations law and practice are closely bound up with industrialization and development strategies that are generally accompanied by state control over labor unions in order to maintain the stability that national governments may feel is needed for rapid economic development.
In the past decade there have been major changes in industrial relations law in Britain.
Since February 2016, racehorse training yards no longer qualify for working hours exemptions that are allowed for in agricultural workplaces, as defined by industrial relations law.
The Vitos GmbH writes on behalf of its subsidiaries in accordance with 6 and 14 VOF legal advice in the areas of employment, collective bargaining and industrial relations law, social law, medical law, company law and tax law from.
But he said in the Industrial Relations Law Reports, one of the main sources in the UK for the recording of employment law judgements, not a single case of female on male sexual harassment was recorded.

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