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Task

Email 1: 1.1 Objectives of Employee Regulations

Employment regulation acts as a framework in creating and maintaining employment relations and its key objectives are to establish and maintain employment equity and employee rights and health. These objectives are important not only within the framework of compliance, but also regarding the formation of a favorable organizational climate for both employees and employers.

Ensuring Fair Treatment and Equality:

One of the major objectives of regulation of employment is to prevent discrimination where employees are protected from unfair treatment on grounds of their race, sex, age, disability or race. This is captured in the Equality Act 2010 which brought together other anti-discrimination laws and offer wide coverage for unfair treatment (ACAS, 2023). Apparently, any regulation that is put in place has the effect of ensuring that organisations promote the diversity and non-discrimination of diversity within the workplace. In the context of the NHS Trusts, this actually duly reflects the principle of public service values, ensures higher levels of employees’ satisfaction and retention and, therefore, contributes to the improvement of patients’ conditions. Employment regulation promotes legal compliance on issues to do with fairness through reducing legal liabilities, building a good image for organizations and supporting a fair society. The challenges of this include challenging in identifying the discrimination. As such, the victims only have capacity of taking action if knowledgeable or understand entire contents of this legislation.

Protecting Employee Well-being:
Employment regulation gives assurance to a workplace that their employees’ welfare is of paramount importance as regards their health. This amounts to developing safer ways of working, elimination of risks and managing stress at the workplace. One of them is the Management of Health and Safety at Work Regulations 1999 that says about the employer’s exposure assessment and control of risks; employers must also ensure the provision of health and safety arrangements; workplace organizations; and training of employees (‌GOV.UK, 2015). By following such laws organizations not only protect their employees from harm and increase productivity and morale and decrease employee absenteeism and promote a healthy working environment. Due to the broad nature of protection of employees wellbeing, it incurs immense costs to implement. Also, introduction of new wellbeing protocols encounter likely resistance from staff accustomed with old initiatives.

Though dealing with employment regulation can consume considerable time, its value is undeniable. These regulations serve the principles of justice and minimize dangers from the aspect of both law and reputation to maintain a safe and successful environment in the organisation.

Future advancements, for example, advanced mental health protection, or introduction of hybrid working legislation will further support the significance of these goals. The 20% of time spent on regulation is therefore a strategic and requisite investment towards creating long term stable work force.

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