Employee Law Explained & How To Avoid The Pitfalls


Owning a business offers numerous challenges to remain a profitable concern. It is important to be ahead of competitors and continually strive to improve the services offered and embrace the advancements in technology or tools so there is no standing still.

It is argued that the most important part of any business is the employees. Getting in the right team who enjoy their environment and are good in their specific roles are sure fire winners. But it is also imperative that any business with staff is aware of employment law. 

There are many laws that protect employees. However, many employers and employees alike do not understand these laws and inadvertently break them, which can lead to fines and other penalties. Speaking to an expert company, such as those offering London HR services is an excellent way for any company to protect themselves. They will offer full advice on implementing the following the minimum labour law entitlements for employees:

  • An Agreed Contract – All employees in the UK, for example, must have some form of agreed contract between the two parties which will outline the terms of conditions, which covers such things as employment conditions, duties and rights and responsibilities. The contract might be in the form of written in the employee handbook, come with the job offer letter, or within a written statement or a verbal agreement.
  • Payments To & On Behalf Of Employees – In the UK, employers must pay their employees through a system called PAYE. Employers then pay taxes on behalf of their employees through PAYE to the HMRC.
  • The Minimum Wage – Employees must receive at least the current UK minimum wage, which as of October 2022 is £9.50 per hour, or £4.81 per hour for an apprentice.
  • Unlawful Wage Deductions – It is important for employers to recognise that it is not possible to unlawfully make deductions from an employee’s wages. In such cases where deductions might need to be made, it is important that the employee signs a consent form. Perhaps an outsourced team with expertise in conciliation could help out.
  • Part Timers – Part time workers are entitled to the same benefits as full time staff regarding payments and other benefits to those working over 35 hours each week.
  • A Limit In Work Hours – Nobody should work more than 48 hours a week when averaged over a 17-week period, to ensure employees are given time to enjoy some unknown local pleasures in the down time.
  • Rest Breaks – There is a statutory minimum level of rest breaks with at least one during each shift, 11 hours rest before returning to work, along with an uninterrupted 24 hours without any work each week and an uninterrupted 48 hours without any work each fortnight.
  • Paid Holidays – There is also a statutory minimum level of paid holidays.
  • Discrimination – All employees are required to be protected against unlawful discrimination. Employers should take expert advice before taking measures relating to the matter.
  • Whistleblower Protection – Employees must be protected for reporting wrongdoing in the workplace.
  • Unfair Dismissal – All members of staff must be offered protection against unfair dismissal, or non-compliant employee redundancy.

Following such minimum guidelines will offer any business peace of mind, especially so when working in conjunction with an outsourced professional organisation. A reputable HR agency would be able to provide topnotch human resource consultancy, 24/7 advice, a specialist legal team, the provision of bespoke handbooks and contracts, online training solutions, and tribunal insurance protection.


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