When the labour law does not adequately define the employment relationship as in the case of compliance and enforcement inadequacies attributed to health and safety legislation in the UK, there is bound to be problems in interpreting and understanding the very law that governs the employment relationship. In other words, ambiguity leads to personal and often selfish interpretations of the law. Thus it is possible that employers and employees happen to adopt individualistic interpretations of the law. As for the disagreement between the two viewpoints, it can be said that a point of reconciliation would be reached when it becomes mutually desirable for them to agree on those points that immediately matter for both.
Despite the general vagueness of many labour laws and social security provisions in the UK employers have got into recruitment drives with the intention of a sign in employment contracts on this particular premise, i.e. they come to a mutual agreement on their individual understanding of the law. For instance, the workplace health and safety legislation in the UK is variously interpreted by individual employers and employees. In the same way, the minimum wage rules have been often violated by employers on the ground that they are amenable to a variety of interpretations (Towers, 1999). . The Employment Individualistic Relationship.
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