Employee Relations

Employee Relations
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Employee Relations
Discuss three pieces of legislation that have promoted significant advancement in managing employee relations
The employment affiliation is administered or overseen by acts or statutes considered to be employment law. These acts and statutes set out the legal rights or privileges employs have to certain demeanor or behavior, benefits and entitlements from their employers or employment. The employment law is restructured yearly from trivial to key changes. An employee can think about the employment law in their different employee stages, for instance, recruitment, training and development, performance management, mergers and acquisitions, and end of employment. Once they are aware of these laws, they are able to implement them. The purpose of employment law is to establish a lawful dispute resolution process to support good industrial relations, provide a system of legal documentation, employer relations, registration of trade unions and grant them legal status. CITATION Sta18 \l 1033 (Jersey, 2018).
Employers create rules and regulations which they deem or consider fit to conducting business CITATION Say18 \l 1033 (Academy, 2018). Employees need to comply with these rules and regulations while working for an organization as their employers make them aware of what to expect. There needs to be fair treatment, a stable working environment, and room for development for the success and prosperity of an organization. Hence, there are various pieces of legislation which promote significant progression or development in employee relations management. They include;
Equality Act 2010
The Equality Act 2010 is one of the most important or fundamental pieces of legislation which oversee the employment’s relationship. It protects people legally from discrimination in the job industry as well as the society at large. Additionally, it sets out protected grounds which are illegal to discriminate on CITATION Inf18 \l 1033 (Informi, 2018). They include; race, sexual orientation, age, sex, disability, pregnancy and maternity, religion or belief, marriage and civil partnership, and gender reassignment. Employees can think about this law in their recruitment, t...