NEW EMPLOYMENT LAW TO BE INTRODUCED IN THE UK

Table of Contents
Introduction......................................................................................................................................3

Employment law: overview.............................................................................................................3

Employment law changes in the UK...............................................................................................4

End of "furlough scheme."...........................................................................................................4

Change in immigration rules........................................................................................................4

Arrangement for European citizens.............................................................................................4

National wage scheme.................................................................................................................5

Other probable changes in 2021...................................................................................................5

Employment relationship in the UK................................................................................................6

HR employment legislation.............................................................................................................6

Recommendations............................................................................................................................7

Conclusion.......................................................................................................................................8

Reference list...................................................................................................................................9

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Introduction

Rules and regulations are important in the professional field to maintain a balance between the
employer and employee. To ensure ethical and legal rights, employment laws have been
introduced. There are laws in the employment section all over the world. In the United Kingdom,
these laws keep changing according to the necessity of the organization and the employers'
benefit. In order to protect the basic fundamental rights of an employee, these laws are necessary.
In the United Kingdom, the employment laws have been changed and modified several times due
to Brexit and covid 19. Though there are some major employment laws in the United Kingdom
maintained over the past years for employers and employees to benefit.

Employment relationship issues between employees and employers

The partnership (Legal link) between the company recruiter and workers is the “employment
relationship”. It happens if a person does work or engaged with services in exchange for
compensation under some basic conditions.
Rights and responsibilities arise between employers and employees through the arrangement of
employment, however, specified (Williams et al., 2017). It was and is now the key mechanism
for the connection of employees in the fields of social welfare and labour law to the rights and
benefits synonymous with employment. A labour partnership is a circumstance that defines the
provisional enforcement of the labour and social security legislation for employees. It is the key
reference point to decide the scope and essence of the employment rights and responsibilities of
the employers towards the employees. The problem has continued on to become more critical as
dependent jobs are being more involved due to one or more of the above reasons being
disregarded. Issues will arise when it comes to the working relationship of the employers with
the international students. Students who migrated to the UK work as part-time employees in
many organizations, and the main problem they face is their working hours and part-time wages.
It is obvious that organizations try to exploit those students in terms of their working time and
remuneration as those international students are not native of the UK. Hence, the possibility is
there that they will lose their basic rights and needs in those organizations. To check this

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problem, some international student laws need to be imposed in the county so that the migrated
students can be benefited from these laws and legislations.

Employment law: overview

Employment legislation is a set of laws and regulations regulating employer-employee relations.

Job’s legislation states that an employer can recruit staff and when the workers can be employed.
The legislation covers what a worker has to pay for the job. It establishes basic working hours
requirements for workers (Fudge, J., 2017).
UK workplace legislation is complex. Also, the UK employment law is complex. People can be
listed as employers, employees or as self-employed contractors. While independent contractors
have no workplace rights, some but not all workers are given the same safeguards as jobs.
Failure to assess the job status of an employee will prove very expensive for companies. A large
number of companies like to try an individual as a contract-based employee. But if the individual
is anything but an employee on behalf of the employer, they should be hired. All in all, people
are usually considered employers and thus entitled to full work rights.

Introduction of the new law for international employee

As said earlier, Brexit and the covid 19 pandemic situation have brought many changes in the
current UK employment law. In 2021 these laws can be implemented over the UK employment
structure. For international students, the adverse effect of the covid 19 pandemic and Brexit is
more. International students, during their studies, do part-time income for making the daily
expenditure comfortable. For this purpose, part-time income is the best option for them
(Countouris et al., 2019). But some issues and problems are there which need to be accounted for
the solution of these problems. Some new student-friendly laws, therefore, can be introduced in
the employment culture of the UK.
The first law that can be proposed to the UK government for the benefits of international
students is the right to work act. Currently, international students can work up to 20 hours per
week only. But it is their demand and right to work at least for 22 to 25 hours. Because many of
the companies in the UK run shift for 8 hours and in those companies, the students can only
work up to 16 hours. Similarly, the companies which have the 12 hours shift where they can only
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work for 12 hours. So potentially, they are losing some of the hours (approximately 4 to 8 hours)
per week for the part-time job (Lewchuk, W., 2017). This affects their potential income as a
migrated student. The demand is therefore to increase the permit of working hours for the
international students so that they can use a maximum of the working time for the part-time
service. So, the law will be about the international students who are willing to work up to a limit
of 25 hours per week so that they can easily cover up their cost of living in the country.
Another law that can be proposed to impose in the employment law section of the county is the
international students benefit act. Currently, there is no benefit from the government side of
the UK for the students of international level. So, students want a weekly stipend of 50 pounds to
100 pounds from the government side which will be transferred to the student's account. This
amount can be transferred from the company side also where they do their part-time work. The
reason for seeking the government stipend is that these funds can help international students to
survive easily in a foreign country. Due to covid, the situation is adverse and many of them even
not have the part-time working opportunity. So, the survival existence is tough in this situation.
By imposing this act, an international student can expect to have government support which will
help them to complete their studies without any disruption.
Another law that will help these internationally migrated students is the age relaxation act. In
the UK, there is a minimum age limit under which nobody can work as an employee. Minimum
21 to 22 years of age is necessary to get permission for work. For international students, many
students are below than 22 years of age, so relaxation for those students will help them to earn
partially. Also, the weekly minimum wage for the mentioned age limit is comparatively low. The
international students need relaxation in this rule so that they can earn the full wage in their part-
time job and recover their living cost.

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 Table 1: national living wage law of UK in 2021
(Source: https://www.gov.uk/national-minimum-wage-rates)

This is the current per week wage structure in the UK, and international students want to include
themselves in this list for a proper income to sustain over there. The age limit of the different
categories of employees is also fixed, which needs to be relaxed as per the international students'
demand.

HR employment legislation

"Employment legislation" covers workers' interests and restricts their ties with their employers.
All who complete an apprenticeship in HR must know about employment law and how it affects
all facets of work, from recruiting and disciplinary to parental leave and protection. Job’s
regulation now comprises legislation made in both Europe and the UK (Todolí-Signes, A.,
2017). What could happen in the future after the United Kingdom left the EU in March 2019 is
not certain.
Different issues are covered under this employment legislation. The issues can be safely and
health-related issues or employment-related issues. These can be:
● Security and health
● Anti-discrimination legislation (gender/age/religious/disability/ racial/sexual orientation)
● Harassment and bullying
● Unjustified dismissal, disciplinary and petition "whistleblowing."
● Protecting data

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 ● Transferring the undertaking (e.g., when a company is purchased and/or relocated)
● Recruitment, job time, contracts, full or part-time/flexible jobs status
● Pay and allowance for vacation, sickness, motherhood, paternity and adoption
● Redundancies and pensions
These are the issues where the HR employment legislation and the regulations of the received
law are to be implemented. The main aim of these regulations and laws is to protect the
employees' fundamental rights and demands irrespective of caste, religion or gender. Often it is
come to know that female employee gets exploited more with respect to male employee
exploitation (Fudge, J., 2017). To reduce this and for an equal income target, the legislation has
been formed in such a manner that everyone gets their wages according to the working position
and age.

Recommendations

As these laws in the UK are being changed from time to time according to the economic and
social consequences, the regulations and legislations are also implemented in that manner
accordingly. The law implementation should be in favour of the employees without harming the
employer's side. It is obvious that daily wages are the biggest issue for any country's employment
law (Badi et al., 2021). To balance it and to give the worker a fair amount against their work, the
UK government has enforced the "national minimum wage" scheme. Under the organization HR,
these laws are enforced as regulation and legislation. Also, the UK government has taken the
decision about immigrant workers from Europe to make the scope more for the UK people. This
initiative is recommendable as employers tend to hire people from the native EU land more
(Giebel et al., 2021). This law will account for this issue. And one major thing is employee
relationships which also take law enforcement. Maintaining the employees' basic rights and
demands are under legislative regulation. The enforcement of the proposed laws for the
international students from the European region or other countries will help the students to work
properly in the UK region. The law recommended as the right to work act and international
students benefit act will make it easier to live in the country. Also, it will have a good impact on
the UK government and legislation system.

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Conclusion

The traditional relationship between work and group representation is the product of labour law.
There is growing evidence of the efficacy-enhancing component of labour law that union
legislation and labour legislation contribute to dualism or retarding advancement. Labour law is
also profoundly political; it concerns the transfer of authority and goods and the results of
disputes resolved effectively by the institutions. To overcome all these union lead and employee
exploitation, the foundation of employment law was done. Now, these laws become the rules and
regulations in the organization under government or private control. These employment laws in
the UK and all over the world have become the saviour and power for the employees and
workers of various organizations.

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Reference list

Journals
Fudge, J., 2017. The future of the standard employment relationship: Labour law, new
institutional economics and old power resource theory. Journal of Industrial Relations, 59(3),
pp.374-392.
Countouris, N., De Stefano, V. and Freedland, M., 2019. Preface to the ELLJ Special
Issue:‘Testing the "personal work" relation: New Trade Union Strategies for new forms of
employment. European Labour Law Journal, 10(3), pp.175-178.
De Stefano, V., 2017. Non-standard work and limits on freedom of association: A human rights-
based approach. Industrial Law Journal, 46(2), pp.185-207.
Budd, J.W., 2018. Employment with a human face. Cornell University Press.
Williams, C., Bejaković, P., Mikulić, D., Franic, J., Kedir, A. and Horodnic, I.A., 2017. An
evaluation of the scale of undeclared work in the European Union and its structural determinants:
estimates using the Labour Input Method. An Evaluation of the Scale of Undeclared Work in the
European Union and Its Structural Determinants: Estimates Using the Labour Input Method,
Publications Office of the European Union, Luxembourg.
Todolí-Signes, A., 2017. The ‘gig economy’: employee, self-employed or the need for a special
employment regulation?. Transfer: European Review of Labour and Research, 23(2), pp.193-
205.
Fudge, J., 2017. The future of the standard employment relationship: Labour law, new
institutional economics and old power resource theory. Journal of Industrial Relations, 59(3),
pp.374-392.
Lewchuk, W., 2017. Precarious jobs: Where are they, and how do they affect well-being?. The
Economic and Labour Relations Review, 28(3), pp.402-419.
Badi, S., Ochieng, E., Nasaj, M. and Papadaki, M., 2021. Technological, organisational and
environmental determinants of smart contracts adoption: UK construction sector viewpoint.
Construction Management and Economics, 39(1), pp.36-54.
Giebel, C., Lord, K., Cooper, C., Shenton, J., Cannon, J., Pulford, D., Shaw, L., Gaughan, A.,
Tetlow, H., Butchard, S. and Limbert, S., 2021. A UK survey of COVID ‐19 related social

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support closures and their effects on older people, people with dementia, and carers. International
journal of geriatric psychiatry, 36(3), pp.393-402.

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