7OS01 Advanced Employment Law in Practice

7OS01 Advanced Employment Law in Practice

Advanced employment law in practice (7OS01) is an optional learning and development specialization unit found in Level 7 of the Advanced Diploma in Strategic Learning and Development. This optional unit focuses on two significant points: employer defences/claimant remedies, which affect both sides equally. It also explores additional elements relating directly to either side while participating actively during litigation processes. This course examines the fundamental ideas underlying employment law, the defences available to employers, and the remedies sought by claimants in court. In addition, it explores the more typical employment law issues that emerge in organizations to prepare a defence or assist in settling claims before a hearing. The legal system, the primary sources of legislation, and the evolution of contemporary employment regulation in the United Kingdom are all integral to this.

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What you will learn

As a participant in this course, you will gain a comprehensive understanding of UK employment law and the legal framework governing employment regulation in the UK. You will discuss the major sources and evolution of employment law, the role and function of courts and other employment law institutions, and the legal concepts governing precedent, vicarious liability, and employment continuity. You will learn about the Equality Act and its implementation and the interpretation of protected characteristics to protect employees from illegitimate acts of discrimination. You will analyze the fundamental ideas underlying employment contracts and argue the concepts of wrongful, constructive, and unfair dismissal. Finally, you will review the law governing workplace health and safety and personal harm, laws governing hours and salaries, maternity and parental employment rights, and regulations governing workplace secrecy.

This unit is suitable for persons who

This unit is essential for the following groups of people:

 

  • Senior practitioners seek to broaden and deepen their capacity, knowledge, and skills to impact strategy, policy, and people.
  • Have completed the CIPD Foundation Diploma in Human Resource Practice and am interested in pursuing a career in human resource management.
  • Desire to increase their autonomy, influence, and judgment to strategically lead and motivate organizations and people.
  • Have worked in the sector for a while but lack professionally recognized human resource qualifications.

 

Learning Outcomes

The following are the learning outcomes that underpin the completion of this unit:

 

  • Understand the legal structure governing employment regulation in the United Kingdom.
  • Understand the legislation designed to safeguard employees from unlawful acts of discrimination
  • Understand the law governing employment contracts’ formation, modification, and termination.
  • Understand compliance with further regulations relevant to significant areas of people’s practice. 

 

What are the entry requirements?

While the CIPD does not have any formal requirements, institutions do. Some of these criteria differ among institutions, while others universally apply to all students enrolled in the course. Institutions have created diagnostic methods to ascertain whether candidates have the required literacy and numeracy skills to pass assessments in advanced employment law in practice (7OS01). Generally, to enrol in a program, most institutions require candidates to have a working understanding of the English language. Several institutions, for instance, demand candidates to have a C/4 or higher in English at the GCSE level. At the same time, other colleges need English-speaking applicants to have an IELTS score of 6.5/ESOL Level 2 or similar.

On the other hand, the CIPD has a policy for non-English native speakers that provides advice on suitable English language entry requirements. Most organizations need applicants to possess a bachelor’s degree, CIPD level 5 certifications, and previous human resources working experience. Significant strategic people practice experience may be substituted for a degree; however, this is subject to scrutiny. Furthermore, CIPD acknowledges prior learning policies, which allow learners to demonstrate that they already have the information, understanding, or skills required to complete the assessment requirements and do not need to develop them through a course of study. For instance, for learners who have already done some work on a CIPD qualification, the CIPD has set up planned exemptions for this unit.

Additionally, learners who feel they have completed units from non-CIPD qualifications that map to units in this qualification may submit an application form to the CIPD for verification and detailed mapping and evidence of attainment. Finally, some institutions require applicants to be at least 18 years old to enrol in a course. However, the CIPD recommends a minimum age of 21 for this unit.

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Reference

Charles, B., & Ann, L. (2018). Modern employment law. Routledge.

Fields, C. K., & Cheeseman, H. R. (2021). Contemporary Employment Law. Wolters Kluwer Law & Business.

Helleringer, G., & Corradi, M. C. (2021). Self-Dealing, Corporate Opportunities and the Duty of Loyalty-a US, UK and EU Comparative Perspective. Corporate Opportunities and the Duty of Loyalty-A US, UK, and EU Comparative Perspective (April 13, 2021).

Lewis, D., & Sargeant, M. (2019). Employment law: the essentials. Kogan Page Publishers.

Lockton, D. J., & Brown, T. (2020). Employment Law. Red Globe Press.

Pepple, D., & Adeleye, N. (2021). Managing Disciplinary and Grievance Cost. In Financial and Managerial Aspects in Human Resource Management: A Practical Guide. Emerald Publishing Limited.

Sabzalieva, E., Sá, C. M., Martinez, M., & Kachynska, N. (2021). Science Diplomacy Policy Processes in Comparative Perspective: The Use of Scientific Cooperation Agreements in Canada, India, Norway, and the UK. Minerva59(2), 149-172.

Tarar, I. A. (2020). Industrial Dispute in Comparative Perspective1. Journal of the Research Society of Pakistan57(2), 98.

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