To: Ryan Ali
From: Harry Fraser
Date: 22/05/16
Subject: Explain the impact of relevant legislation/regulations on any two types of
employment contract.
To explain the impact of relevant legislation/regulations on employment contracts I
will use two examples. The two contracts I will use are the full time permanent
contract and the par time temporary contract, I will use these because there are
different legislation/regulations that apply to each.
The first legislation that could affect a full time permanent employment contract is the
Employment Rights Act of 1999 and 2003. This legislation affects employees with a
full time contract in a few different ways, including the right to the national minimum
wage and an itemised pay statement. As well as protection against unfair dismissal
at work, lastly employers must make sure that the terms and conditions of the
contract must be set out in writing.
Another legislation that impact full time contracts is the Sex Discrimination Act of
1975. This act protects the workers against discrimination based on gender, it affects
the contract as it stops employers choosing their employees based on their gender
for example in job advertisements and in the choice of employees for jobs. It also
prevents the employer from appointing promotions to a certain gender employee first
or not giving a promotion because of an employee's gender. This is also true for
providing training and/or career development opportunities.
The last legislation that has an impact on the full time permanent contract is the
working time regulation act of 1998. This act sets out the amount of hours an
employee is allowed to work based on their age. Anyone under 18 cannot work more
than 8 hours a day or 40 hours a week and anyone over 18 is not allowed to work
more than 48 hours a week on average unless they opt out of the 48-hour week.
The Equality Act of 2010 is the first legislation that affects the part-time temporary
contract. This act protects against discrimination and provides equality for all
employees. It affects the contract has it makes it illegal to employ someone based on
the disabilities, race, religion or sexual orientation as well as many other factors.
The data protection act of 1998 is another legislation that impacts the part-time
contracts it affects how your information is used by certain organisations, businesses
and your employer. Your information must be kept accurate and up to date as well
From: Harry Fraser
Date: 22/05/16
Subject: Explain the impact of relevant legislation/regulations on any two types of
employment contract.
To explain the impact of relevant legislation/regulations on employment contracts I
will use two examples. The two contracts I will use are the full time permanent
contract and the par time temporary contract, I will use these because there are
different legislation/regulations that apply to each.
The first legislation that could affect a full time permanent employment contract is the
Employment Rights Act of 1999 and 2003. This legislation affects employees with a
full time contract in a few different ways, including the right to the national minimum
wage and an itemised pay statement. As well as protection against unfair dismissal
at work, lastly employers must make sure that the terms and conditions of the
contract must be set out in writing.
Another legislation that impact full time contracts is the Sex Discrimination Act of
1975. This act protects the workers against discrimination based on gender, it affects
the contract as it stops employers choosing their employees based on their gender
for example in job advertisements and in the choice of employees for jobs. It also
prevents the employer from appointing promotions to a certain gender employee first
or not giving a promotion because of an employee's gender. This is also true for
providing training and/or career development opportunities.
The last legislation that has an impact on the full time permanent contract is the
working time regulation act of 1998. This act sets out the amount of hours an
employee is allowed to work based on their age. Anyone under 18 cannot work more
than 8 hours a day or 40 hours a week and anyone over 18 is not allowed to work
more than 48 hours a week on average unless they opt out of the 48-hour week.
The Equality Act of 2010 is the first legislation that affects the part-time temporary
contract. This act protects against discrimination and provides equality for all
employees. It affects the contract has it makes it illegal to employ someone based on
the disabilities, race, religion or sexual orientation as well as many other factors.
The data protection act of 1998 is another legislation that impacts the part-time
contracts it affects how your information is used by certain organisations, businesses
and your employer. Your information must be kept accurate and up to date as well
