How much do you know about employment law? OGR Stock Denton has prepared this quiz to test your knowledge of various aspects of legislation relating to the workplace. Why not take a couple of minutes to attempt the 10 questions and see how well you do? And remember, if you need any advice on any aspect of employment law, our team of expert lawyers is on hand to provide all the relevant support.
Questions & Answers:
The Government’s National Living Wage, which came into force in April 2016, must be paid to all workers aged 25 and over. It is currently set at £7.50 an hour. It is important to bear in mind that the national minimum wage still applies to lower age groups. The current national minimum wage is £7.05 an hour for 21-24 year-olds, £5.60 an hour for 18-20 year-olds, £4.05 an hour for under 18s and £3.50 an hour for apprentices.
Where a claim relates to dismissal as a result of pregnancy or maternity leave, there is no qualifying period of employment.
Paternity leave must be taken within 56 days of the date of the child’s birth. They must take either one week’s leave or two consecutive weeks, but not two separate weeks and not individual days.
The answer is d) – the changing nature of a business does not necessarily create a redundancy situation.
Eligible employees are currently entitled to £89.35 per week Statutory Sick Pay for a period of up to 28 weeks.
Under the Working Time Regulations 1998, workers cannot work more than an average of 48 hours a week (including overtime), normally averaged over a 17 week period. Workers have an option to opt-out of this limit in writing but can end their opt – out, without the employer’s consent, on written notice.
Almost all workers are entitled, by law, to a minimum of 5.6 weeks’ paid holiday per year. An employer can include the eight Bank Holidays as part of the statutory annual leave entitlement.
E-cigarettes – which have grown increasingly common in recent years - fall outside of the scope of the legislation which banned smoking in public places and enclosed areas. It is therefore important that employers have a clear policy stating what their position is in relation to these devices.
Employees do not have to inform their employer of their gender status in order to qualify for protection under discrimination laws. It is unlawful for an employer to request their Gender Recognition Certificate.
While there tends to be more focus on persons who believe they are discriminated against because they are older, employers should bear in mind that current legislation also protects young people who believe they have been treated differently because of their age. A misconception about a person’s age can found a discrimination complaint.