Majority of employers believe legislation brings benefits to the business

As the re-elected Labour government begins to shape its legislative programme for a third term, a new survey reveals that UK employers believe that much employment legislation is necessary and can actually help them achieve their business goals. Almost two thirds of employers feel that existing employment legislation has helped them earn the trust of their employees and ensure that they feel fairly treated. While four fifths find it helpful in influencing managers to adopt positive employment practices, and fifty per cent believe that it provides an essential standard.

The survey reveals that many of the ìred tapeî concerns associated with employment law are caused by poor consultation, clumsy drafting of legislation and inadequate guidance. People management experts, the Chartered Institute of Personnel and Development (CIPD) and law firm Lovells, will publish findings of the research on Employment and the Law in full on 28 June 2005.

Examples of good employment legislation include the Disability Discrimination Act, the Race Relations Act, the Sex Discrimination Act and the Right to Request flexible working legislation, with the majority of employers identifying these as necessary and more than half believing they help them to meet their strategic and business goals.

Ben Willmott, CIPD Employee Relations Adviser, says, ìClearly employers recognise the need for some legislation and in some cases they find it can actually benefit the business by driving the development of policies and practices that can help them recruit, retain and motivate employees. But debate remains over the amount of red tape and the need for the Government to simplify the legal duties facing employers.

ìIf employment legislation has a clear purpose, fits with the UKís flexible labour market and is well drafted it can act as an important lever for change. In order for this to happen the Government must consult with employers before legislation is drafted and showcase the business case for good employment practice. Only then will employers recognise how legislation ties in with good people management and development, and understand how central this can be to business success.î

David Harper, Partner and Head of the Employment Group at Lovells, says Despite the significant increase in employment regulation in recent years, our survey results show that businesses are generally willing to adopt the new requirements as good business practice, provided they are given clear and helpful guidance on the application of the new laws.

The CIPD and Lovells research will be launched at the CIPDís Annual Employment Law Conference and a free copy will be available to all delegates. It investigates employersí awareness of legislation, attitudes towards employment law and the obstacles it can cause. It also examines issues surrounding the new rights to request flexible working and the working time directive.

The conference will provide an early opportunity for employers to consider the emerging legislative programme of a third term labour Government. It brings leading experts together to update employers on the latest developments in UK employment legislation and outline the practical implications of changes to the law. The conference also includes the following speakers:

The Honourable Mr Justice Burton, Chairman, Central Arbitration Committee and President, Employment Appeal Tribunal Sam Mercer, Director, Employers Forum on Age, in a panel discussion on age, pensions and the law
An update day on how employers can avoid discrimination. This covers equal pay and sex discrimination, disability, race and age discrimination and discrimination based on sexual orientation, religion and belief.