legislation

• employment legislations

  equality act 2010, health and safety at work act 1974, national minimum wage, national living wage requirements
• equality act 2010

  illegal to discriminate against workers based on their 9 protected characteristics
• 9 protected characteristics

  age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation
• impact of the equality act 2010

  policies and procedures ensures there are equal job opportunities for all, employee training teaches staff on requirements of equal opportunity legislations, recruitment procedures ensures there is no discriminatory wording in job adverts and no discrimination in the process, business must be physically accessible to all, organisation must investigate any accusations against employees or customers, prosecution could occur if they fail to comply
• health and safety at work act 1974

  outlines employee and employer responsibilities to ensure there is a safe working environment
• employee responsibilities

  take care of your own and others safety, do not interfere or misuse anything for your safety, cooperate with employer by undergoing training + wear protective clothing + following health and safety policies, report any illness or injury that will affect your ability to work
• employer responsibilities

  ensure health and safety training is done by all staff, provide protective clothing and equipment, make sure all facilities meet minimum health and safety requirements in regards to ventilation + temperature + noise, have an up-to-date health and safety policy, maintain safe working environment by ensuring equipment is properly maintained and safe to use + have appropriate warning signs displayed + have adequate first aid facilities available
• impact of the health and safety at work act 1974


  safety equipment must be provided which may increase costs, organisation may be subject to legal action if they do not comply with health and safety regulations resulting in fines or being closed temporarily or permanently
• national minimum and living wage

  regulation sets out the minimum amount a worker is entitled to per hour based on the worker's age, there is also a specific rate for apprentices
• impacts of national minimum and living wage

  HMRC have the authority to take employers to court if they are not paying workers the minimum wage, increased costs for an organisation which may result in lower profits, reduction in staff to afford a rise in wages, backdated payment to employees if they paid less than the minimum wage
• national living wage

  introduced in 2015 for workers aged 21 years and above