P2
For my P2 point I am going to explain the impact of the main legal and regulatory
framework on recruitment and selection activities.
Equal pay act 1970 – This act is passed by the Parliament of the United Kingdom
on 1970 and it has for role to make employers to pay their employees equal wages.
This means that, for example, if man and woman work on same position or are doing
job with equal value they will have to get same salary. The act was been passed by
the UK Parliament on 1968 and it came 29th of December 1975. The equal pay act
is an act which needs to be respected not only in UK but also in all EU countries.
After 1975 this act have big effect on the recruitment and selection about both
genders and make sure all workers which are doing same or similar job in all
countries in EU are paid equal does not matter of their sex.
Sex discrimination act 1975 - The sex discrimination act is an act also passed by
the United Kingdom’s parliament and is about protection both genders from
discrimination, it has for role to ensure that man and woman are treated equally
during the recruitment and selection process and also on the job. This law cover two
types of discrimination – direct and indirect discrimination. After the law was set the
employers had to change their behaviour and recruitment and selection processes.
They are not allowed anymore to set an job advert such as ‘girl wanted for
Waitrose’.. There are some jobs which the sex discrimination act does not apply, like
helping girls which have been victims of sex abuse and that usually is job done by
women, because many of those girls will not want to talk to man.
Race relation act 1992 – This act has for role to make sure that discrimination such
as discriminating someone because of his skin colour, nationality, background, or
religion are condemned. All employees in any organisation in UK are protected from
any discrimination or victimisation based on upper counted reasons. After the law
was set the employers had to change their behaviour and recruitment and selection
processes. Employers are not allowed anymore to reject candidates only for their
accent or skin colour. This law really change the recruitment process in many
companies and ensure that all emigrants or people with different religions and
backgrounds will be not rejected from work only for race relation reason.
Disability discrimination act 1995/2005 – The disability discrimination act is which
look after people with disability and make sure they are treated equally with people
who do not have disabilities. This act has for role to make sure people with disability
have the right to have job, also to make sure they are treated with respect. The
disability discrimination act, also ensure that the environment on the working place is
appropriate for people with disabilities such as wheel chair ramps and special
elevators for those people in the company. The law is fully put in place in 2006 and
since then the regulation is much stricter and affect the recruitment and selection
processes in many organisations. They are not allowed anymore to reject applicants
only for their disability and if that is happen the applicants are protec
For my P2 point I am going to explain the impact of the main legal and regulatory
framework on recruitment and selection activities.
Equal pay act 1970 – This act is passed by the Parliament of the United Kingdom
on 1970 and it has for role to make employers to pay their employees equal wages.
This means that, for example, if man and woman work on same position or are doing
job with equal value they will have to get same salary. The act was been passed by
the UK Parliament on 1968 and it came 29th of December 1975. The equal pay act
is an act which needs to be respected not only in UK but also in all EU countries.
After 1975 this act have big effect on the recruitment and selection about both
genders and make sure all workers which are doing same or similar job in all
countries in EU are paid equal does not matter of their sex.
Sex discrimination act 1975 - The sex discrimination act is an act also passed by
the United Kingdom’s parliament and is about protection both genders from
discrimination, it has for role to ensure that man and woman are treated equally
during the recruitment and selection process and also on the job. This law cover two
types of discrimination – direct and indirect discrimination. After the law was set the
employers had to change their behaviour and recruitment and selection processes.
They are not allowed anymore to set an job advert such as ‘girl wanted for
Waitrose’.. There are some jobs which the sex discrimination act does not apply, like
helping girls which have been victims of sex abuse and that usually is job done by
women, because many of those girls will not want to talk to man.
Race relation act 1992 – This act has for role to make sure that discrimination such
as discriminating someone because of his skin colour, nationality, background, or
religion are condemned. All employees in any organisation in UK are protected from
any discrimination or victimisation based on upper counted reasons. After the law
was set the employers had to change their behaviour and recruitment and selection
processes. Employers are not allowed anymore to reject candidates only for their
accent or skin colour. This law really change the recruitment process in many
companies and ensure that all emigrants or people with different religions and
backgrounds will be not rejected from work only for race relation reason.
Disability discrimination act 1995/2005 – The disability discrimination act is which
look after people with disability and make sure they are treated equally with people
who do not have disabilities. This act has for role to make sure people with disability
have the right to have job, also to make sure they are treated with respect. The
disability discrimination act, also ensure that the environment on the working place is
appropriate for people with disabilities such as wheel chair ramps and special
elevators for those people in the company. The law is fully put in place in 2006 and
since then the regulation is much stricter and affect the recruitment and selection
processes in many organisations. They are not allowed anymore to reject applicants
only for their disability and if that is happen the applicants are protec
