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Essay / Research Paper Abstract
This 10 page paper looks at the concept of unfair dismissal under English law and how it is applied in order to asses if there is a bias towards the employers. The paper considers the way the law was introduced, recent legislation and numerous cases to consider how the law may favour employers and employees and the balance that is achieved. The bibliography cites 7 sources.
Page Count:
10 pages (~225 words per page)
File: TS14_TEeeufdis.rtf
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Unformatted sample text from the term paper:
comes to the welding of power in this has always been uneven. Employers need employees to carry out the tasks for the business to continue, but it is the employers
that have the capital and the power, it may also be argued that in employment law it is the employers that have been favoured with the greatest rights and degree
of power especially when it comes to the concept of unfair dismissal. This legal perspective reflects the historical perception of the employment relationship and may be argued as being
behind the time. However, we can also argue that there have been many changes, and the rights of the employees are now protected and that employers now have to act
more fairly due to the legal changes and also the increased adverse publicity that unfair dismissal cases may receive in the press.
To consider whether employers are favoured under the law the position of the employees and employers and how the law treats then should be considered. The bias toward employers can
be seen in the fact that there has only be the concept of unfair dismal in the law since 1971,, prior to this time cases would usually be brought for
a breach of contract (Card et al, 2003). Unfair dismissal is first seen in the Industrial Relations Act 1971, but the concept was not new. The introduction was as a
result of recommendation 119 of the International Labour Organisation which had been accepted by Britain in 1964 (Lockton, 2004). The reason that
the introduction was seen at this time can be traced to the high level of grievances seen between the employees and the employers. The position had reached crisis point; numerous
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