5OS01 Specialist Employment Law 

5OS01 Specialist Employment Law 

About This Unit

This part of the level 5 course addresses the vital sections of employment laws and their legal models. The unit emphasises the differences in professionals’ legal obligations in different locations and how they affect their duties at the workplace. This section essentially offers learners a legal perspective into people management that ensures compliance at the workplace.

What You Will Learn

Students will learn the significance and roles of employment regulations within the unit and how they are implemented in professional practice. The unit assesses the purpose and goals of the legislation and how the judiciary enforces the laws using institutions such as tribunals and courts. Specifically, how employment-related cases are resolved before and after legal proceedings. This section enables learners to clearly describe the main concepts and principles of legally managed recruitment and selection, discrimination and redundancy laws, and alteration of contracts. In addition, students will explore the management of issues stemming from payment, employee rights, and working hours.

This unit is suitable for persons who.

This unit mainly addresses HR concepts. Therefore, individuals currently occupying HR positions or who have a solid conviction to pursue People Management are best suited for the course. On the other hand, the CIPD offers inclusion that enables even individuals without an HR background to access the unit by applying for the Associate Level 5 Diplomas in people management and L&D. The chance enables them to assume managerial positions within different organisations.      

Learning Outcomes

Learning Outcome 1

Students must demonstrate their understanding of the significance of employment laws and regulations and methods of applying them at the workplace. This learning outcome is achieved in the following ways:

1. A learner must be capable of analysing the purposes and goals of employment regulations. For example, students will have met the requirement by addressing their roles in lobbying for inclusion, social justice, and equity in professional practice.
2. During coursework and assignments, students must assess the role of judicial institutions in enforcing employment regulations. For instance, different institutions have varied jurisdiction within employment laws, and, therefore, learners have to identify the hierarchical nature of courts and the enforcement levels at each rank.
3. Third, the CIPD requires that all entrants clearly describe how the resolution of cases within and outside the legal framework and the legal process. These include descriptions of the tribunal system and the roles of different agencies, components and key terms related to settlement agreements, and the importance of impartial legal advice.

Learning Outcome 2

The second requirement is the legal application of employment regulations in managing recruitment and selection within organisations. Students must be capable of the following:

1. Assessing aspects of the discrimination law and their impacts on employment, selection, and recruitment activities. Course entrants must address forms of discrimination, harassment, other types of workplace maltreatment, and the relevant counteractions.
2. Addressing the legal fundamentals of equal pay. For example, students can delve into principles such as serious claims, countermeasures that refute equal pay claims, strategies of mitigating equal pay issues, and internal assessments conducted to avoid future claims.

Learning Outcome 3

The third requirement is the ability to manage change and shifting structures legally. This outcome can only be met if a student:

1. Discusses legal procedures for change, including consulting stakeholders, seeking agreement, effecting change across the board, dismissing prescribed changes, and starting the consultation process. In addition, the changes also involve breaches of contracts and redundancy. Therefore, learners must address all their legal implications.
2. Gives accurate descriptions that explain the legal implications of the transfer of commitments and agreements to different parties. The legal requirements include compliance with employment regulations, the collective rights of affected parties to consultation and information, and the measures implemented when there is a substantial infringement.

Learning Outcome 4

Towards the end of the course, students must exhibit enough knowledge to validate their understanding of the management of working hours and salaries. Evidence of their knowledge must be displayed through:

1. Sufficient explanations about workers’ rights regarding pay and working hours and wage laws that link pay with working hours. In this section, learners must identify the relation between pay recommendations and employee input that promotes proper management and HR functions.
2. Explanations of the legislation touching wage rates even during holidays. For instance, learners must link the legal frameworks, wage rate calculation with leave entitlements, payment guidelines during regular and sick leave, maximum daily work hours, and minimum rest time.
3. Delving into the principles surrounding employment rights such as paternity and maternity. Students must explain pay entitlement during such leaves from work and the requirements that determine qualification.
4. Explanations of workers’ rights touching their flexibility at work. For example, during official and religious holidays, when workers have to tackle their responsibilities, they may seek some time off. Therefore, students must also explain their rights to pay during such periods.

What are the entry requirements?

The only essential requirement for the course is English language proficiency which is advantageous to English-speaking countries. Still, applicants who do not speak English as their first language can also apply. They only have to possess proficiency qualifications such as the IELTS that will convince the CIPD foundation that they can understand the coursework and assignments compiled using English. The other informal requirement is the conviction to meet all CIPD’s learning requirements that will enable entrants to play HR roles in official capacities.

How we can help

We help students around the world with advice and expertise that meet any assignment needs. In CIPD courses, we offer top-notch services that individual certified HR professionals provide. Their qualifications ensure that our customers receive foolproof service packages necessary for maximising credits attained in each unit. Therefore, our organization is a go-to partner to seek better grades and the insight that ease the CIPD learning experience. In addition, we offer an unbeatable consumer experience that ensures all our clients’ needs and preferences are settled promptly irrespective of their time zones because of a dedicated support team that is online 24-hours.

Resources

ACAS (Advisory, Conciliation and Arbitration Service). (n.d) Available at: www.acas.org.uk

Aylott, E. (2018) Employment law: a practical introduction. 2nd ed. London CIPD Kogan Page.

CIPD’s Knowledge Hub. (n.d.) Available at: www.cipd.co.uk/knowledge

Cushway, B. (2017) The employer’s handbook: an essential guide to employment law, personnel policies and procedures. 13th ed. London: Kogan Page.

Daniels, K. (2019) Introduction to employment law: fundamentals for HR and business students. 5th ed. London: CIPD Kogan Page.

Embleton, S. (2012) 5 rules for carrying out fair investigations. Employers’ Law. September. pp14-15.

Employment law. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/knowledge/practicalguidance-a-z/employment-law-resources

Honeyball, S. (2016) Honeyball and Bowers’ textbook on employment law. 14th ed. Oxford: Oxford University Press.

IDS (2011) Forming a contract of employment. IDS Employment Law Brief. No 924, May. pp15-19.

IDS (2014). Mandatory equal pay audits. IDS Employment Law Brief. No 1006, October. pp15-19.

IDS (2014) TUPE changes: what you need to know. IDS Employment Law Brief. No 991, February. pp14-18.

Lewis, D. and Sargeant, M. (2019) Employment law: the essentials. 15th ed. London: CIPD Kogan Page.

London: Chartered Institute of Personnel and Development (CIPD). (n.d) Factsheets about employment law. Available at: www.cipd.co.uk/knowledge/practicalguidance-a-z/factsheets

London: Chartered Institute of Personnel and Development (CIPD). (n.d) Latest news in employment law. Available at: www.cipd.co.uk/knowledge/fundamentals/ emp-law/about/legislation-updates

O’Sullivan, M., Turner, T. and Kennedy, M. (2015) Is individual employment law displacing the role of trade unions? Industrial Law Journal. Vol 44, No 2, July. pp222-245.

Pitt, G. (2020) Employment law. 11th ed. London: Sweet and Maxwell.

Taylor, S. and Emir, A. (2019) Employment law: an introduction. 5th ed. Oxford: Oxford University Press.

Taylor, S. and Woodhams, C. (eds). (2016) Human resource management: people and organisations. 2nd ed. London: CIPD Kogan Page.

Taylor, S. and Woodhams, C. (eds). (2016) Studying human resource management. 2nd ed. London: CIPD Kogan Page.

The Equality and Human Rights Commission (EHRC). (n.d.) Available at: www.equalityhumanrights.com/en

UK Government. (n.d.) Employment Guidelines. Available at: www.gov.uk/browse/employing-people