Das Empuls Glossar

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Recht der Humanressourcen

Human resource laws are the labor laws or employment laws that are considered as a set of legal regulations that govern the relationship between the employees and the employers. These laws are basically governed by federal, state and local legislations.

What are human resource laws?

Human resource laws, also known as employment laws which are established as a set of legal regulations between employers and the employees.

Human resource laws foster to protect and safeguard the rights of employees and employers that ensures standard work practices and fair treatment. Some commonly covered human resource laws include employment contracts, anti- discrimination and wage and hour regulations.

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What are basic human resources laws?

Human resources laws, also known as labor laws or employment laws, govern the relationship between employers and employees. These laws vary by country and jurisdiction, but here are some common areas covered by basic human resources laws:

Employment contracts: Laws often require employers to provide written employment contracts or agreements that outline the terms and conditions of employment, including compensation, working hours, benefits, and termination procedures.
Anti-discrimination: Laws prohibit discrimination in employment based on factors such as race, color, religion, gender, national origin, age, disability, or sexual orientation. Employers are typically required to provide equal opportunities and fair treatment to all employees.
Minimum wage: Laws establish a minimum wage that employers must pay to their employees. This wage is typically set by the government and ensures that employees receive a basic level of compensation for their work.
Working hours and overtime: Laws regulate the maximum number of hours employees can work per day or week and set guidelines for overtime pay. These laws aim to prevent excessive working hours and ensure fair compensation for additional work.
Leave and time off: Laws often mandate various types of leave, such as annual vacation leave, sick leave, maternity/paternity leave, and bereavement leave. These laws ensure that employees have time off for personal and family-related needs.
Health and safety: Laws require employers to provide a safe and healthy work environment for their employees. This includes implementing safety protocols, providing necessary safety equipment, and addressing potential hazards or risks.
Privacy and data protection: Laws regulate the collection, storage, and use of employee data, ensuring that employers handle personal information appropriately and protect employee privacy rights.
Termination and severance: Laws establish rules and procedures for terminating employment, including notice periods, severance pay, and reasons for termination. These laws protect employees from unfair or wrongful termination.
Workers' compensation: Laws require employers to provide compensation and benefits to employees who suffer work-related injuries or illnesses. Workers' compensation laws aim to protect employees and ensure they receive appropriate medical care and financial support.

Who does Human Resource law protect?

The human resource laws are classified depending on the jurisdiction and specific laws:

Employees: Human resource laws enables employees with certain legal rights which includes:

Promote healthy work environment for employees and safeguard their privacy
Fair treatment, level playing field and prohibit discrimination
Employees have the right to sick leaves, holiday and parental leave pay.

Employers: Certain legal rights and obligations are for employers as well such as

Protection for health and safety on client’s premises
Wage, hour standards and compliance with human resource laws

Workers: Workers are also provided with rights and protections which includes:

Right to minimum wage
Protection against unfair discrimination based on gender, caste or race.
Right to sick leave and paid holidays

Who governs Human Resource law?

Human resource laws are governed by various entities depending on the country and jurisdiction.

Here are some common entities that play a role in governing human resource laws:

Government Agencies: Government agencies at the national, state, or local level are responsible for enacting and enforcing labor laws. These agencies oversee compliance with employment regulations, investigate complaints, and may provide guidance and resources to employers and employees. Examples include the Department of Labor in the United States or the Ministry of Labor in many other countries.
Legislative Bodies: Legislative bodies, such as national parliaments or congresses, enact labor laws through the legislative process. These laws are designed to protect the rights of employees, ensure fair treatment, and regulate employment relationships. Legislative bodies often review and update labor laws as needed.
Courts and Judiciary: Courts play a vital role in interpreting and applying labor laws. When disputes arise between employers and employees, or when there are allegations of labor law violations, the courts adjudicate the cases and provide legal judgments. Court decisions help establish legal precedents that shape future interpretations of labor laws.
Labor Unions: Labor unions or trade unions represent the collective interests of employees and play a significant role in negotiating employment terms and conditions. They advocate for workers' rights, negotiate collective bargaining agreements with employers, and may participate in shaping labor laws through lobbying efforts and advocacy.
International Organizations: Some aspects of labor laws, especially those related to human rights, worker protections, and labor standards, are influenced by international organizations such as the International Labor Organization (ILO). The ILO sets international labor standards, promotes social justice, and provides guidance on labor-related issues.

For example, In the UK, the primary body is the UK Parliament which amends the Human resource laws. For invigilating minimum wages and labor law policies are done by The Department for Business, Energy and Industrial Strategy (BEIS). Whereas The Advisory Conciliation and Arbitration Services (ACAS) assist guidance for employment matters and resolve.

How are Human Resource laws enforced and regulated?

Human resource laws are applicable and amended through a mechanism and differ according to the jurisdiction. Each country has varied regulations depending on the legal system, some common enforcement for regulating human resource laws are:

Penalties and legal actions: Breaching human resource laws can certainly result in penalties, fines or legal actions against the employers, penalties include fines to injunctions, suspensions or criminal charges.
Collective bargaining agreements: Human resource laws are enforced through individual employment contracts and collective bargaining agreements, which outlines the obligations, terms and conditions between employers and employees.
Labor inspections: Government agencies tend to conduct inspections to ensure compliance with human resource laws, such as by visiting the workplace, verify labor standards or identifying if any violations it taking place.

Umfragen zum Puls der Mitarbeiter:

Es handelt sich um kurze Umfragen, die häufig verschickt werden können, um schnell zu erfahren, was Ihre Mitarbeiter über ein Thema denken. Die Umfrage umfasst weniger Fragen (nicht mehr als 10), um die Informationen schnell zu erhalten. Sie können in regelmäßigen Abständen durchgeführt werden (monatlich/wöchentlich/vierteljährlich).

Treffen unter vier Augen:

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eNPS:

Der eNPS (Employee Net Promoter Score) ist eine der einfachsten, aber effektivsten Methoden, um die Meinung Ihrer Mitarbeiter über Ihr Unternehmen zu ermitteln. Er enthält eine interessante Frage, die die Loyalität misst. Ein Beispiel für eNPS-Fragen sind: Wie wahrscheinlich ist es, dass Sie unser Unternehmen weiter empfehlen? Die Mitarbeiter beantworten die eNPS-Umfrage auf einer Skala von 1 bis 10, wobei 10 bedeutet, dass sie das Unternehmen mit hoher Wahrscheinlichkeit weiterempfehlen würden, und 1 bedeutet, dass sie es mit hoher Wahrscheinlichkeit nicht weiterempfehlen würden.

Anhand der Antworten können die Arbeitnehmer in drei verschiedene Kategorien eingeteilt werden:

Projektträger
Mitarbeiter, die positiv geantwortet oder zugestimmt haben.
Kritiker
Mitarbeiter, die sich negativ geäußert haben oder nicht einverstanden waren.
Passive
Mitarbeiter, die sich bei ihren Antworten neutral verhalten haben.

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