• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

How the Equality Act, Employment Act and Health and Safety at Work Act affect Primark.

Extracts from this document...

Introduction

Transfer-Encoding: chunked Equality Act 2010 The equality act 2010 sets out the requirements for keeping people safe in the working environment. This includes keeping an accident book and recording all visitors entering the business. This act protects people from discrimination over their race , gender , age , sexual orientation , civil partnership and if they are pregnant . Designing the job advert and deciding where to advertise the vacancy . In the job advert Primark cannot advertise that they require a male sales assistant as they would be strong enough to carry boxes of clothing from the stock room .In the job advert they cannot advertise asking for a female because they may know more about fashion. In the job advert Primark cannot state they would like an employee from the ages of 18 to 30 because Primark need the shelves to be stacked and the stock to be moved at a fast rate . In the job advert Primark cannot state different rates of pay for different genders on the job advert . Primark would receive fines and get a bad reputation as they would have broken the equality act 2010 , which would lead to Primark being unable to attract quality staff . If Primark was unable to attract staff , the clothes would not be replenished and there would be no stock for the customers to buy . To avoid facing these implications HR should ensure that the job advert complies with all the equality act 2010. As well as not having discriminatory information , the job advert needs to be placed in a location where every race , sex , age and religion can see it . ...read more.

Middle

An employee cannot be refused induction training for a factor such as they are disabled as this would be breaking the equality act 2010 . In the induction training special measures should be taken for example a lower till for a disabled retail sales assistant . If Primark discriminated against a disabled employee , Primark would be labelled as unethical and the employees would become demotivated . Conclusion If Primark does not comply with the equality act 2010 , they could be prosecuted and face fines which would lead to a raise in costs and a fall in profits . Primark would get a bad reputation which would stop customers shopping at Primark and discourage candidates from applying for roles leaving Primark with a lack of staff . If there was lack of staff the stock would not be getting replenished and customers would have to wait longer at tills and for service . Poor customer service would stop customers returning and lead to a drop in sales and profit . This is why I believe the bad reputation will be the biggest implication for Primark , they can avoid this my complying with the equality act 2010. The health and safety at work act 1974 This act sets out the general duties which employers have towards employees , members of the public and employees have towards themselves and others. The act requires the employer to provide safe access to the premises , maintain safe machinery /equipment , provide safe facilities including adequate toilets / heating / lighting / ventilation , provide safe training , have an accident book . ...read more.

Conclusion

Primark must provide the contract of employment within 2 months of starting the job . In the induction training all staff must be provided with staff handbooks which cover the grievance and disciplinary procedures at Primark. Conclusion If Primark does not comply with the employment rights act 1996 , they will lose highly qualified new employers . Primark?s reputation will suffer which means a lack of applicants , this means the customers will have to wait longer for service which will affect sales and profits . Primark will be labelled as unethical which will make the employees demotivated and will decrease their productivity . This is why I believe a bad reputation is the biggest implication for Primark . If Primark complies with the employment rights act 1996 , they will not have to deal with any of these implications . Conclusion The implications of not complying with the equality act 2010 , employment rights act 1996 and the health and safety act 1974 are fines which will increase costs but will not have that large of an overall impact . If Primark does not comply with these laws they will be labelled as unethical which means a poor reputation . A poor reputation means customers will go to competitors meaning a decrease in sales and profit . Less applicants will be applying leading to a shortage in staff . The current staff will become demotivated and there will be a decrease in productivity . Demotivated employees will give out bad customer service and may not take their job as seriously , this means they would need to be retrained which is expensive and uses up a lot of resources. This is why I believe a bad reputation is the biggest implication for Primark . ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE Business, Companies and Organisation, Activity section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE Business, Companies and Organisation, Activity essays

  1. Functional Areas Report

    Finally the organisation and union at Tesco will always support their staff, if they have any problems. Health and safety They are also responsible for the health and safety of their staff. They regularly check the equipment to make sure they are safe to use or be around.

  2. Business Law.

    Meetings Sole Traders and Partnerships will run their businesses differently to a company and the way in which they conduct their meetings will differ in the way that companies meetings are often large scale meetings including the shareholders whereas with the other businesses meetings will often be just a formality

  1. Organisational Structures and Job Roles at Richer Sounds.

    cancel, and for contracts with no specified end date (such as a mobile phone) the customer must be sent details as to when and how the contract can be terminated. JOB ROLES AND WORKING ARRANGEMENTS AT RICHER SOUNDS Working arrangements include full and permanent; and are there to give staff the most job opportunity.

  2. Business Studies

    business to have control over all elements of production - Physical distribution eg) transport, warehousing, inventory Transport: - Process of moving the product from one location to another - Considerations of transport are: * Type of good * Costs Warehousing: - Process of storing products until there are distributed -

  1. Ownership, Location and Aims and Objectives of Lex Transfleet and Express Diner

    I recommending Express Diner to relocate where there are more variety and potential customers and a place where there is low crime rate. Express Diner can redecorate the new business to attract more customers that are wealthier; this means

  2. The Effects of Non-monetary Incentives on Employees

    ?f ?qu?l m?rk?t v?lu? b?c?u?? c??h h?? ?pti?n v?lu? (Li?t & ?h?gr?n, 1998; W?ldf?g?l, 1993, 1996). Th? ?c?n?mic ?rgum?nt c?ntinu?? by ?t?ting th?t if ? firm w?r? t? ch???? ? n?n-c??h inc?ntiv?, it c?uld d? n? b?tt?r th?n m?tching ?x?ctly wh?t ? p?r??n w?uld h?v? ch???n f?r him??lf ?r h?r??lf. In f?ct, th? firm will g?n?r?lly d?

  1. How can Nandos increase its Productivity?

    Some businesses have overcome this problem for example in some shops there are automatic customer counters which count the amount of customers which have come into the shop. If customer counting is done manually it can become time consuming, so it is not a quick and efficient way of measuring of productivity.

  2. Analysis of the Major Sectors of Employment in Gloucestershire.

    Businesses in Gloucestershire. In 2010 there were 25815 registered businesses this represents a small fall of 0.6% registered businesses, the 3 year survival rate of businesses that started in Gloucestershire is 67% this represents a small decline in the survival rates of new businesses.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work