Labour laws, labour code or employment laws are those that mediate the relationship between workers, employing entities, trade unions, and the government. Collective labour law relates to the tripartite relationship between employee, employer, and union.
United Kingdom labour law regulates the relations between workers, employers and trade unions. People at work in the UK have a minimum set of employment rights, from Acts of Parliament, Regulations, common law and equity. This includes the right to a minimum wage of £10.42 for over-23-year-olds from April 2023 under the National Minimum Wage Act 1998. The Working Time Regulations 1998 give the right to 28 days paid holidays, breaks from work, and attempt to limit long working hours. The Employment Rights Act 1996 gives the right to leave for child care, and the right to request flexible working patterns. The Pensions Act 2008 gives the right to be automatically enrolled in a basic occupational pension, whose funds must be protected according to the Pensions Act 1995. Workers must be able to vote for trustees of their occupational pensions under the Pensions Act 2004. In some enterprises, such as universities or NHS foundation trusts, staff can vote for the directors of the organisation. In enterprises with over 50 staff, workers must be negotiated with, with a view to agreement on any contract or workplace organisation changes, major economic developments or difficulties. The UK Corporate Governance Code recommends worker involvement in voting for a listed company's board of directors but does not yet follow international standards in protecting the right to vote in law. Collective bargaining, between democratically organised trade unions and the enterprise's management, has been seen as a "single channel" for individual workers to counteract the employer's abuse of power when it dismisses staff or fix the terms of work. Collective agreements are ultimately backed up by a trade union's right to strike: a fundamental requirement of democratic society in international law. Under the Trade Union and Labour Relations (Consolidation) Act 1992 strike action is protected when it is "in contemplation or furtherance of a trade dispute".
The National Minimum Wage Act 1998 creates a minimum wage across the United Kingdom. From 1 April 2023, the minimum wage is £10.42 for people aged 23 and over, £10.18 for 21- to 22-year-olds, £7.49 for 18- to 20-year-olds, and £5.28 for people under 18 and apprentices.
The Industrial Relations Act 1971 was an act of the Parliament of the United Kingdom, since repealed. It was based on proposals outlined in the governing Conservative Party's manifesto for the 1970 general election. The goal was to stabilize industrial relations by forcing concentration of bargaining power and responsibility in the formal union leadership, using the courts. The act was intensely opposed by unions, and helped undermine the government of Edward Heath. It was repealed by the Trade Union and Labour Relations Act 1974 when the Labour Party returned to government.
The National Industrial Relations Court (NIRC) was established on 1 December 1971 under Section 99 of the Industrial Relations Act 1971. The NIRC was created by the Conservative government of Ted Heath as a way to limit the power of trades union in the United Kingdom.
The Employment Act 1982 is an Act of the Parliament of the United Kingdom, mainly relating to trade unions. It increased compensation for those dismissed because of the closed shop and restricted the immunities enjoyed by trade unions.
The Gangmasters and Labour Abuse Authority (GLAA) is the foremost intelligence and investigative agency for labour exploitation in the UK. Its role is to work in partnership with police and other law enforcement agencies such as the National Crime Agency to protect vulnerable and exploited workers and disrupt and dismantle serious and organised crime.
In the United States, the minimum wage is set by U.S. labor law and a range of state and local laws. The first federal minimum wage was instituted in the National Industrial Recovery Act of 1933, signed into law by President Franklin D. Roosevelt, but later found to be unconstitutional. In 1938, the Fair Labor Standards Act established it at 25¢ an hour. Its purchasing power peaked in 1968, at $1.60 In 2009, it was increased to $7.25 per hour, and has not been increased since.
The Trade Union Freedom Bill is a proposal by the United Kingdom Trades Union Congress for legislation which would give greater freedom to unions and their members to collectively bargain and take action to support their interests. It was proposed in 2006, the centenary of the Trade Disputes Act 1906, the founding statute by which unions taking strike action are not liable to employers for the lost profits of business, so long as the action is taken "in contemplation or furtherance of a trade dispute."
The Equality Act 2010, often called the Equalities Act 2010, is an act of Parliament of the United Kingdom passed during the Brown ministry with the primary purpose of consolidating, updating and supplementing the numerous prior Acts and Regulations, that formed the basis of anti-discrimination law in mostly England, Scotland and Wales; some sections also apply to Northern Ireland. These consisted, primarily, of the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three major statutory instruments protecting discrimination in employment on grounds of religion or belief, sexual orientation and age.
United Kingdom agency worker law refers to the law which regulates people's work through employment agencies in the United Kingdom. Though statistics are disputed, there are currently between half a million and one and a half million agency workers in the UK, and probably over 17,000 agencies. As a result of judge made law and absence of statutory protection, agency workers have more flexible pay and working conditions than permanent staff covered under the Employment Rights Act 1996.
Indian labour law refers to law regulating labour in India. Traditionally, the Indian government at the federal and state levels has sought to ensure a high degree of protection for workers, but in practice, this differs due to the form of government and because labour is a subject in the concurrent list of the Indian Constitution. The Minimum Wages Act 1948 requires companies to pay the minimum wage set by the government alongside limiting working weeks to 40 hours. Overtime is strongly discouraged with the premium on overtime being 100% of the total wage. The Payment of Wages Act 1936 mandates the payment of wages on time on the last working day of every month via bank transfer or postal service. The Factories Act 1948 and the Shops and Establishment Act 1960 mandate 15 working days of fully paid vacation leave and 7 casual leaves each year to each employee, with an additional 7 fully paid sick days. The Maternity Benefit (Amendment) Act, 2017 gives female employees of every company the right to take 6 months' worth of fully paid maternity leave. It also provides for 6 weeks worth of paid leaves in case of miscarriage or medical termination of pregnancy. The Employees' Provident Fund Organisation and the Employees' State Insurance, governed by statutory acts provide workers with necessary social security for retirement benefits and medical and unemployment benefits respectively. Workers entitled to be covered under the Employees' State Insurance are also entitled to 90 days worth of paid medical leaves. A contract of employment can always provide for more rights than the statutory minimum set rights. The Indian parliament passed four labour codes in the 2019 and 2020 sessions. These four codes will consolidate 44 existing labour laws. They are: The Industrial Relations Code 2020, The Code on Social Security 2020, The Occupational Safety, Health and Working Conditions Code, 2020 and The Code on Wages 2019.
International labour law is the body of rules spanning public and private international law which concern the rights and duties of employees, employers, trade unions and governments in regulating Work and the workplace. The International Labour Organization and the World Trade Organization have been the main international bodies involved in reforming labour markets. The International Monetary Fund and the World Bank have indirectly driven changes in labour policy by demanding structural adjustment conditions for receiving loans or grants. Issues regarding Conflict of laws arise, determined by national courts, when people work in more than one country, and supra-national bodies, particularly in the law of the European Union, have a growing body of rules regarding labour rights.
The Trades Union Congress (TUC) is a national trade union centre, a federation of trade unions that collectively represent most unionised workers in England and Wales. There are 48 affiliated unions with a total of about 5.5 million members. Paul Nowak is the TUC's current General Secretary, serving from January 2023.
The National Living Wage is an obligatory minimum wage payable to workers in the United Kingdom aged 23 and over which came into effect on 1 April 2016. As of April 2023 it is £10.42 per hour. It was implemented at a significantly higher rate than the national minimum wage rate for workers under 25, and was expected to rise to at least £9 per hour by 2020. The consultation document issued by the Low Pay Commission in 2019 indicated that this target would not be met, instead proposing a figure of £8.67 per hour for the over 23 rate. The target figure of £9 per hour was not reached until 2022.
The 2022–2024 United Kingdom railway strikes are an industrial dispute in the United Kingdom (UK). The UK has seen its largest incidence of industrial action since 1989, beginning in the second Johnson ministry and continuing through the Truss ministry and Sunak ministry. The railway strikes commenced on 21 June 2022 after members of the National Union of Rail, Maritime and Transport Workers (RMT) walked out over wages, planned changes to working practices – involving the removal of guards from trains, the reduction in the number of open ticket offices, and an increase in the age at which people could claim the young persons and senior citizen card – and the threat of redundancies. The disputes in Scotland and Wales were resolved by the RMT in December 2022, and by ASLEF in May 2023. In much of England the RMT dispute was resolved in November 2023. As of January 2024, the RMT dispute remains active in London, while the ASLEF dispute is active across all of England.
The Trade Union (Wales) Act 2017 is an Act of the National Assembly for Wales governing trade union activity in the public sector in Wales. Chiefly it prevents the use of agency workers during strike action in services that belong to the public sector, as well as overturning a 40% support threshold for strike ballots, restrictions affecting time off for union activities and the taking of union subscriptions directly from pay packets. At the time it was approved in July 2017, Mark Drakeford, Cabinet Secretary for Finance praised the Act as "a very significant day" for public services and devolution.
The Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2022 is a statutory instrument of the Parliament of the United Kingdom. The regulations removed Regulation 7 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003, which prevented employment agencies from supplying agency workers to employers to replace workers taking part in official industrial action. The regulations were struck down in a High Court case in July 2023, and will be quashed from 10 August 2023.
Rishi Sunak's tenure as Prime Minister of the United Kingdom began on 25 October 2022 when he accepted an invitation from King Charles III to form a government, succeeding Liz Truss. He is the first British Indian to hold the office of prime minister. As prime minister, Sunak is also serving as First Lord of the Treasury, Minister for the Civil Service, and Minister for the Union.
The Fair Pay Agreements Act 2022, now repealed, was an act of parliament in New Zealand. The act facilitated a framework for collective bargaining for fair pay agreements at an industry-wide level. On 25 October 2023, the Bill passed its third reading in Parliament. While the bill was supported by the Labour, Green and Māori parties, it was opposed by the opposition National and ACT parties, which vowed to repeal it if elected during the 2023 New Zealand general election. On 14 December 2023, the National-led coalition government repealed the Fair Pay Agreements Act as part of its first raft of legislative changes.
