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The Agency Workers Regulations 2010 are a statutory instrument forming part of United Kingdom labour law.They aim to combat discrimination against people who work for employment agencies, by stating that agency workers should be no less favourably treated in pay and working time than their full-time counterparts who undertake the same work.
The Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 (SI 2002/2034) are a UK statutory instrument aimed at protecting employees who have fixed-term contracts of employment. The regulations are in part intended to implement the European Union's Fixed-term Work Directive 1999 (99/70/EC) on fixed term workers. [1]
Recital 4 refers to the Community Charter of the Fundamental Social Rights of Workers point 8 and 19(1) that everyone should have satisfactory health and safety at work. It is clear that member states may be more favourable, but Art 7 does not say that member states can be less favourable or allow derogations.
The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (SI 2000/1551)is a UK labour law measure which requires that employers give people on part-time contracts comparable treatment to people on full-time contracts who do the same jobs.
The Fixed-term Work Directive 99/70/EC is one of three EU Directives that regulate atypical work. Alongside the Part-time Work Directive and the Agency Work Directive its aim is to ensure that people who have not contracted for permanent jobs are nevertheless guaranteed a minimum level of equal treatment compared to full-time permanent staff ...
It is unlawful for age to be the cause of less favourable treatment in a workplace or in vocational training, unless there is an objective justification for doing so. Where this is referred to, it refers to a person belonging to a particular age (e.g. 32 year olds) or range of ages (e.g. 18 - 30 year olds). Disability
It held that under s 5 DDA 1995, no finding may be made that less favourable treatment is justified unless the duty to make reasonable adjustments is taken into account. The employer must have made reasonable adjustments, and only then can it be asked whether less favourable treatment (in this case, not hiring Mrs Archibald in the office) is ...
Part-time Work Directive 1997; Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000; Paternity and Adoption Leave Regulations 2002; Pay in lieu of notice; Police Act 1919; Port of London Act 1908; Post Office Act 1977; Pregnancy discrimination; Prices and Incomes Act 1966; Provision and Use of Work Equipment Regulations 1998