“The purpose of the legislation is to set minimum standards of conduct for employment agencies and employment businesses operating from premises in Great Britain. These provisions are designed to protect work-seekers and employers using the services provided by an employment…
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If the employee is under a contractual agreement with his employers, he/she is bound by the terms and conditions of the contract, and barring unforeseen circumstances which renders the performance of any terms, untenable or unenforceable; he/she has to strictly abide by such covenants. However in the case of agency workers, Let us write or edit the essay on your topic "EMPLOYMENT LAW" with a personal 20% discount.. Try it now the contract would be one that is entered between the agency and the employee and this would form the locus of the employment.
It is first of necessary to define what an employment agency business is about. It could be said to be a business of “providing services (whether by the provisions of information or otherwise) for the purpose of finding workers employment with employers or if supplying employers with workers for employment by them” (Employment agencies. 2006).
of existing law but there are some agencies that indulge in malpractices that may bring the entire agency business into disrepute. Thus it is specifically to deal with issues that bring about a bad reputation to the business of employment agency that it has become necessary to enforce legal strictures.
Prohibited from charging fees from potential work seekers. This is because the law does not wish to make a commercial transaction of just employment seeking, and not work performed for gainful employment.
The nine aspects under the Equal Status Laws in which discrimination is termed as illegal are: On the grounds of gender , marital status- whether married or unmarried, family status, sexual preferences, religion professed, age, race, color, nationality, ethnic or national origins, presence of disability, membership of traveler community (What is the Employment Equality Act? 1998).
In a leading case law of James v. Greenwich London Borough Council, the claimant was employed in the Council’s services until 1997. She ceases work and subsequently began work again in September 2001 after moving
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