This unit covers the main areas of employment law and the legal framework around it. It explains how people professionals must follow legal requirements in different countries or regions when carrying out the various parts of their role.
The CIPD Level 5OS01 Specialist Employment Law assignment example covers the key employment law topics people professionals need for effective people management. It includes equality and discrimination under the Equality Act 2010, legal requirements in recruitment and selection, and employees’ statutory rights such as pay, working time, and leave.
It also looks at important issues like redundancy, fair dismissal procedures, changing employment contracts, and how settlement agreements and employment tribunals work.
Through this module, learners build the skills to apply employment law in practice—supporting fair treatment, reducing legal risk, and improving employee relations. This sample assignment shows how employment law can be used across the full employee lifecycle to help organisations stay compliant and maintain good standards.
Table of Contents
Assessment Questions
AC 1.1 A fellow people management officer estimates that 20% or so of her working days are taken up with activity that is created as a result of regulations. She states this is time she would prefer to spend more productively improving the employment experience that the Trust provides. To help her understand why it is important to spend time dealing with issues that relate to employment law, send a reply that includes an evaluation of the aims and objectives of employment regulation.
Evaluation of the Aims and Objectives of Employment Regulation
Employment regulation aims to establish structured guidelines and fair treatment of workers so employees and businesses can understand their legal obligations. Employment regulation serves three fundamental goals: protecting work rights, ensuring workplace equality, maintaining safety on the job, and maintaining economic system stability. The established regulations support these goals, ensuring enforcement and compliance.
Employment regulation focuses on discrimination prevention through adopting equal opportunities as its primary goal. The Equality Act 2010 (UK) integrates all anti-discrimination legislation to prevent businesses from giving improper work treatment to staff based on protected characteristics (GOV.UK, 2023). Workplace diversity and increased inclusion have emerged as a result of this development. According to critics, the implementation of equality laws becomes challenging for employers because they face difficulties in developing unbiased equal policies.
Another aim is providing employees with equitable pay packages and suitable working environment standards. The National Minimum Wage Act 1998 (UK) creates minimum wage protection for workers, which defends them against unethical pay practices (GOV.UK, 2024). According to the Working Time Regulations 1998 (UK), employees receive limits on their working hours alongside required rest breaks to achieve work-life balance (Morris, 2023). The employee protection laws create operating expense challenges for businesses that may result in either workforce reduction or decreased hiring opportunities.
The provisions of employment regulation enforce protection measures for workplace health and safety standards. The Health and Safety at Work Act 1974 (UK) demands business owners establish protection systems and perform workplace peril inspections (ACAS, 2025). Workplace injuries have decreased substantially because of these safety requirements, especially within dangerous areas of employment. Employment standards enforcement creates both material and administrative burdens for small companies.
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