labour law

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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 In the 1970s a statutory union recognition procedure was established (subsequently repealed) by the Employment Act 1975.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 ?
Employment law advisor Amanda Chadwick, from Croner, who will speak at the event, said: "The risks associated with employment law have never been greater, and neither have the costs associated with potential employment tribunal claims.
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With a keen interest in employment law issues, by the mid-1990s Jon had set up the firm's employment law department and has specialised in employment law matters for the past 20 years.
Simpson & Marwick now has the strongest employment law team in Scotland.
From areas such as the Equality Act to issues that deal with holidays and contracts of employment, this course is intended for delegates who want to understand the essentials of employment law, whether they are a business owner, a manager or work in an HR department and need up-to-date refresher training.
According to a straw poll taken among nearly 100 delegates who attended the event, 81% thought employment law had got more complex to manage, and nearly 70% believed their workloads and red tape had increased due to the laws.
Employment law specialist Robert Gibson, managing partner of Samuel Phillips, said: "This app gives employers and HR professionals essential employment law facts at the touch of a button.
On the other hand, other employers state they have no trouble recruiting and do not consider employment law inhibits growth.
It gives employers access to expert legal advice in relation to employment law matters for a set annual fee which can be paid monthly.
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