Unit 13 - Recruitment and Selection         Tutor - Fiona Shaw Purdey Dhillon

P5: Legal and Ethical Implications on the Process of Recruitment and Selection

“The law has given employees and in many cases other workers who might not count as employees, rights and entitlements in relation to how they are disciplined and dismissed, how their grievances are handled, wages, absence from work and sickness, holidays, work breaks and working hours, time off for family emergencies, maternity and paternity leave, the right to apply for flexible working, redundancy and retirement.

All workers have the right not to be discriminated against in relation to their gender or orientation, race, age, disabilities, or religion and beliefs.

Staff who feel they have been denied their rights have redress by taking their employers to an Employment Tribunal. The chances of this happening have increased three-fold for employers in the past decade or so.” - www.employmentlaws.co.uk – Information about employment laws in the UK

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Sex Discrimination Act 1975 & 1986: It is against the law for an employer to discriminate against, victimise or harass an applicant or an employee because of their sexual orientation, or their perceived sexual orientation. Sex discrimination is discrimination on the grounds of sex. All terms and conditions of employment are covered. It also includes applying a 'provision, criterion or practice' which, although it applies to men and women equally, puts women at a disadvantage compared to men and which the employer cannot show is a proportionate means of achieving a legitimate aim. Such an example could be a requirement to ...

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