The Disability Discrimination Act 1995

This term protects those people with disabilities against discrimination in employment when obtaining goods and services, buying/renting land or property and gaining access to business premises. Employers ensure that the workplace makes reasonable adjustments to enable a disable person to fulfil their job correctly.

Public bodies have policies and action plans needs to solve any discrimination and no employer should treat a disabled person less well than able bodied people without justification. This act discrimination is not divided into directly and indirectly but is based on the ground that less positive treatment cannot be justified. If an employer is discriminate someone who is disabled this will lead for the employer to be taken to court and if it is really bad then be put in jail. The business will lose reputation.

The employment law can affect businesses in a variety of ways. But the process of appointing staff must obey the rules to legislation. Things like job advertisement, selections tests, interviews and final choice of candidates must meet the requirements of equal opportunities laws. They cannot be influenced towards by any gender, ethnic group and must not discriminate candidates who have disability. The business has to give training in personnel department.

Laws with limited number of hours worked or work leave may indicate that the business requires a much more flexible workforce which will be needed to deal with absent staff or urgent orders. For example if a business gets an sudden order from abroad and the business has less number of hours worked, this means that it cannot meet the Human Resource requirements from it full time staff and even with overtime. This may lead to employ part time or temporary staff to meet it deadlines.

Legislation often has greater cost on business. An example can be is changing a detailed handbook to include new laws about the right of part time workers could be expensive for large multinational employer of thousand of employees. This also can be expensive to facilities which may need to be adapted to take new laws such as different language and layouts for disabled. The whole total costs of legislation are higher in a large company than small business. On the other hand the potential impact on small businesses maybe greater. All businesses will need to follow equal opportunities policies when recruiting and other conditions of employment which may be knows as 'good' employers by potential employees such as they may be able to attract more candidates.

Overall terms and conditions are important as these give employers and employees where they stand. Dispute and argument can happen less due to what is on the terms and conditions such as basic pay, hours worked etc. It is also important to carefully draft the employee's statement of terms and conditions.

This gives proper notice to the contract documents and employer can help himself with numbers of important right which could be an important value later on in the employment relationship. Finally employers need to know if they are fully utilising their statement of employment which will help them to their benefits. Also the employer should make sure they avoid going to employment tribunal's as this can make then give compensation to employee and leave there business with a really bad reputation.