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Le droit du travail au Royaume-Uni a consi … Le droit du travail au Royaume-Uni a considérablement évolué depuis quarante ans, à la suite de l'action des syndicats, des réformes néolibérales, et de l'entrée du pays dans l'Union européenne. Le Royaume-Uni a ainsi dû mettre en place une procédure d'information et de consultation préalable des représentants des salariés en cas de licenciement économique par application des directives européennes.ar application des directives européennes.
, United Kingdom labour law regulates the re … United Kingdom labour law regulates the relations between workers, employers and trade unions. People at work in the UK can rely upon a minimum charter of employment rights, which are found in Acts of Parliament, Regulations, common law and equity. This includes the right to a minimum wage of £9.50 for over-23-year-olds from April 2022 under the National Minimum Wage Act 1998. The Working Time Regulations 1998 give the right to 28 days paid holidays, breaks from work, and attempt to limit long working hours. The Employment Rights Act 1996 gives the right to leave for child care, and the right to request flexible working patterns. The Pensions Act 2008 gives the right to be automatically enrolled in a basic occupational pension, whose funds must be protected according to the Pensions Act 1995. Workers must be able to vote for trustees of their occupational pensions under the Pensions Act 2004. In some enterprises, such as universities, staff can vote for the directors of the organisation. In enterprises with over 50 staff, workers must be negotiated with, with a view to agreement on any contract or workplace organisation changes, major economic developments or difficulties. This happens through a steadily increasing number of work councils, which can be requested by staff or unions with over 2% support. The UK Corporate Governance Code recommends worker involvement in voting for a listed company's board of directors but does not yet follow international standards in protecting the right to vote in law. Collective bargaining, between democratically organised trade unions and the enterprise's management, has been seen as a "single channel" for individual workers to counteract the employer's abuse of power when it dismisses staff or fix the terms of work. Collective agreements are ultimately backed up by a trade union's right to strike: a fundamental requirement of democratic society in international law. Under the Trade Union and Labour Relations (Consolidation) Act 1992 strike action is protected when it is "in contemplation or furtherance of a trade dispute". As well as the law's aim for fair treatment, the Equality Act 2010 requires that people are treated equally, unless there is a good justification, based on their sex, race, sexual orientation, religion or belief and age. To combat social exclusion, employers must positively accommodate the needs of disabled people. Part-time staff, agency workers, and people on fixed-term contracts must be treated equally compared to full-time, direct and permanent staff. To tackle unemployment, all employees are entitled to reasonable notice before dismissal after a qualifying period of a month, after two years they can only be dismissed for a fair reason, and are entitled to a redundancy payment if their job was no longer economically necessary. If an enterprise is bought or outsourced, the Transfer of Undertakings (Protection of Employment) Regulations 2006 require that employees' terms cannot be worsened without a good economic, technical or organisational reason. The purpose of these rights is to ensure people have dignified living standards, whether or not they have the relative bargaining power to get good terms and conditions in their contract.od terms and conditions in their contract.
, ينظم قانون العمل في المملكة المتحدة العلاق … ينظم قانون العمل في المملكة المتحدة العلاقات القائمة ما بين العمال وأصحاب العمل والنقابات العمالية. يمكن للأشخاص المزاولين لأعمالهم في المملكة المتحدة الرجوع إلى لائحة أساسية خاصة بالحدود الدنيا من حقوق التوظيف الوارد ذكرها في قوانين البرلمان واللوائح التنظيمية والقانون العام وقانون العدالة. يتضمن هذا تمتع الأفراد بحق الحصول على حدٍ أدنى من الأجور يبلغ 9.50 جنيهًا إسترلينيًا للأشخاص الذين لا تقل أعمارهم عن 23 عامًا اعتبارًا من شهر أبريل من عام 2022، وذلك بموجب ما ينص عليه القانون الوطني للحد الأدنى من الأجور لسنة 1998. تضمن اللوائح التنظيمية الخاصة بأوقات العمل لسنة 1998 حق الفرد في الحصول على 28 يوم إجازة وانقطاع مدفوعين وتحاول الحد من ساعات العمل الطويلة. يمنح قانون حقوق التوظيف لسنة 1996 الأفراد حق ترك العمل بدواعي رعاية الأطفال وتؤكد على حقهم في المطالبة بأنماط عمل مرنة. يمنح قانون المعاشات التقاعدية لسنة 2008 الأفراد الحق في التسجيل تلقائيًا على معاش وظيفي أساسي يخضع تمويله للحماية القانونية بموجب قانون المعاشات التقاعدية لسنة 1995. يعد حق المشاركة الجماعية في اتخاذ القرارات حول كيفية إدارة المشاريع التجارية من أجل الحصول على معايير عمل منصفة بالإضافة إلى الحد الأدنى من أهم حقوق العمل. يحقق ذلك عبر المفاوضة المشتركة المرسخة في حق الإضراب عن العمل فضلًا عن مجموعة متزايدة من الحقوق التي تضمن المشاركة المباشرة في مكان العمل. يجب على العمال أن يكونوا قادرين على الإدلاء بأصواتهم في شؤون تعيين الأمناء المسؤولين عن معاشاتهم الوظيفية بموجب ما ينص عليه قانون المعاشات التقاعدية لسنة 2004. يمكن للعاملين في بعض المؤسسات مثل الجامعات التصويت على مدراء المنظمة. يلزم القانون المشاريع التجارية التي يتجاوز عدد العاملين فيها الخمسين شخصًا مفاوضة وأخذ موافقة العاملين على أي اتفاق من اتفاقات عقود العمل أو التغييرات الطارئة في مكان العمل أو في الشؤون المرتبطة بالتطورات أو الصعوبات الاقتصادية الكبرى. تجري هذه العملية من خلال عدد مطرد ومتزايد من مجالس العمل التي يمكن للكوادر أو النقابات العمالية رفع طلب باستحداثها بعد حصولها على نسبة دعم تتجاوز 2%. يوصي قانون حوكمة الشركات البريطاني بتعزيز انخراط العمال في التصويت على أعضاء مجالس إدارة الشركات المدرجة، ولكنه ما يزال غير متوافق مع المعايير الدولية في حمايته لحق التصويت بموجب القانون. تعتبر المفاوضة المشتركة بين النقابات التجارية المنظمة ديمقراطيًا وإدارات المشاريع التجارية بمثابة «القناة الوحيدة» التي يمكن من خلالها للأفراد العاملين مجابهة إساءة صاحب العمل لصلاحياته عند طرده لأحد العاملين أو تثبيته لشروط العمل. تستند الاتفاقات المشتركة في نهاية المطاف على حق النقابات التجارية في الإضراب عن العمل وهو من الشروط الأساسية في المجتمعات الديمقراطية والتي يكفلها القانون الدولي. الإضراب عن العمل محمي بموجب ما جاء في قانون النقابات التجارية والعلاقات العمالية (الدمج) لسنة 1992 شريطة حصول الإضراب «عند التأمل في خلاف تجاري أو لأجل مؤازرته». يهدف قانون المساواة لسنة 2010 إلى تحقيق معاملة منصفة ومعاملة الناس على قدم المساواة إلا في حال وجود مبرر معقول وذلك بغض النظر عن الجنس أو العرق أو التوجه الجنسي أو الدين أو المعتقد أو العمر. يجب على أرباب العمل تلبية احتياجات الأشخاص المعاقين بإيجابية بغية محاربة الإقصاء الاجتماعي. كذلك يجب معاملة العاملين بدوام جزئي والعاملين في الوكالات والأشخاص الداخلين في عقود عمل محددة المدة بمساواة مثلهم مثل العاملين بدوام كامل ومباشر ودائم. ومن أجل معالجة البطالة أصبح يحق لجميع الموظفين الحصول على إشعار بتسريحهم من أعمالهم قبل مدة زمنية معقولة وذلك بعد انقضاء فترة عمل تأهيلية مدتها شهر واحد ولا يمكن تسريحهم بعد انقضاء عامين على تعيينهم إلا في حال وجود سبب وجيه، ويحق لهم الحصول على تعويض مالي في حال لم تعد وظيفتهم مجدية اقتصاديًا. تنص اللوائح التنظيمية الخاصة بنقل التعهدات (حماية التوظيف) لسنة 2006 على منع الإنقاص من فترات عقود الموظفين في حال الاستحواذ على مشروع تجاري أو نقله إلى الخارج دون وجود سبب اقتصادي أو تقني أو تنظيمي معقول. الغرض من هذه الحقوق هو ضمان تمتع الأفراد بمستويات معيشة كريمة سواء أكان لديهم الصلاحية التفاوضية النسبية التي تمكنهم من الحصول على شروط وأحكام جيدة في عقودهم أم لا.حصول على شروط وأحكام جيدة في عقودهم أم لا.
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‘... my worry is as follows, that there ma … ‘... my worry is as follows, that there may have been people making the actual policy decisions or people behind them or people behind them who never believed for a moment that this was the correct way to bring down inflation. They did however see that it would be a very, very good way to raise unemployment, and raising unemployment was an extremely desirable way of, of reducing the strength of the working classes, if you like. That what was engineered there – in Marxist terms – was a crisis of capitalism which re-created a reserve army of labour, and has allowed the capitalist to make high profits ever since. Now again, I’d not say I believe that story, but when I really worry about all this I worry whether indeed that was really what was going on.'indeed that was really what was going on.'
, "... the Bill gives reality to the idea th … "... the Bill gives reality to the idea that... "a man has some rights in his job just as an employer holds rights in his property, and his rights gain in value with the years." I would say to the House that if a man is deprived of those rights by economic circumstances outside his control, he ought to be compensated.... The purpose of redundancy pay is to compensate a worker for loss of job, irrespective of whether that leads to any unemployment. It is to compensate him for the loss of security, possible loss of earnings and fringe benefits, and the uncertainty and anxiety of change of job."uncertainty and anxiety of change of job."
, "It is not, however, difficult to foresee … "It is not, however, difficult to foresee which of the two parties must, upon all ordinary occasions, have the advantage in the dispute, and force the other into a compliance with their terms. The masters, being fewer in number, can combine much more easily; and the law, besides, authorises, or at least does not prohibit their combinations, while it prohibits those of the workmen. We have no acts of parliament against combining to lower the price of work; but many against combining to raise it. In all such disputes the masters can hold out much longer. A landlord, a farmer, a master manufacturer, a merchant, though they did not employ a single workman, could generally live a year or two upon the stocks which they have already acquired. Many workmen could not subsist a week, few could subsist a month, and scarce any a year without employment. In the long run the workman may be as necessary to his master as his master is to him; but the necessity is not so immediate."m; but the necessity is not so immediate."
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A Smith, An Inquiry into the Nature and Causes of the Wealth of Nations Book I, ch 8, §12
, Alan Budd, Chief Economic Adviser to HM Treasury under Margaret Thatcher on Pandora’s Box, Episode 3: The League of Gentlemen BBC2
, Sources: Insolvency Act 1986 and Companies Act 2006
, Redundancy Payments Bill, Second Reading, Ray Gunter, Hansard HC Deb vol 711, cols 33-160
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ينظم قانون العمل في المملكة المتحدة العلاق … ينظم قانون العمل في المملكة المتحدة العلاقات القائمة ما بين العمال وأصحاب العمل والنقابات العمالية. يمكن للأشخاص المزاولين لأعمالهم في المملكة المتحدة الرجوع إلى لائحة أساسية خاصة بالحدود الدنيا من حقوق التوظيف الوارد ذكرها في قوانين البرلمان واللوائح التنظيمية والقانون العام وقانون العدالة. يتضمن هذا تمتع الأفراد بحق الحصول على حدٍ أدنى من الأجور يبلغ 9.50 جنيهًا إسترلينيًا للأشخاص الذين لا تقل أعمارهم عن 23 عامًا اعتبارًا من شهر أبريل من عام 2022، وذلك بموجب ما ينص عليه القانون الوطني للحد الأدنى من الأجور لسنة 1998. تضمن اللوائح التنظيمية الخاصة بأوقات العمل لسنة 1998 حق الفرد في الحصول على 28 يوم إجازة وانقطاع مدفوعين وتحاول الحد من ساعات العمل الطويلة. يمنح قانون حقوق التوظيف لسنة 1996 الأفراد حق ترك العمل بدواعي رعاية الأطفال وتؤكد على حقهم في المطالبة بأنماط عمل مرنة. يمنح قانون المي المطالبة بأنماط عمل مرنة. يمنح قانون الم
, United Kingdom labour law regulates the re … United Kingdom labour law regulates the relations between workers, employers and trade unions. People at work in the UK can rely upon a minimum charter of employment rights, which are found in Acts of Parliament, Regulations, common law and equity. This includes the right to a minimum wage of £9.50 for over-23-year-olds from April 2022 under the National Minimum Wage Act 1998. The Working Time Regulations 1998 give the right to 28 days paid holidays, breaks from work, and attempt to limit long working hours. The Employment Rights Act 1996 gives the right to leave for child care, and the right to request flexible working patterns. The Pensions Act 2008 gives the right to be automatically enrolled in a basic occupational pension, whose funds must be protected according to the Pensions Act 19protected according to the Pensions Act 19
, Le droit du travail au Royaume-Uni a consi … Le droit du travail au Royaume-Uni a considérablement évolué depuis quarante ans, à la suite de l'action des syndicats, des réformes néolibérales, et de l'entrée du pays dans l'Union européenne. Le Royaume-Uni a ainsi dû mettre en place une procédure d'information et de consultation préalable des représentants des salariés en cas de licenciement économique par application des directives européennes.ar application des directives européennes.
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| rdfs:label |
United Kingdom labour law
, Droit du travail au Royaume-Uni
, قانون العمل في المملكة المتحدة
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| rdfs:seeAlso |
http://dbpedia.org/resource/English_law +
, http://dbpedia.org/resource/Acquisitions +
, http://dbpedia.org/resource/Worker +
, http://dbpedia.org/resource/UK_company_law +
, http://dbpedia.org/resource/Collective_action +
, http://dbpedia.org/resource/Redundancy +
, http://dbpedia.org/resource/Disability +
, http://dbpedia.org/resource/Unemployment +
, http://dbpedia.org/resource/Wage_regulation +
, http://dbpedia.org/resource/Employment_contract +
, http://dbpedia.org/resource/United_Kingdom_law +
, http://dbpedia.org/resource/Collective_bargaining +
, http://dbpedia.org/resource/Workplace_bullying +
, http://dbpedia.org/resource/UK_constitutional_law +
, http://dbpedia.org/resource/Trade_unions +
, http://dbpedia.org/resource/Codetermination +
, http://dbpedia.org/resource/The_United_Kingdom +
, http://dbpedia.org/resource/Work_council +
, http://dbpedia.org/resource/The_UK +
, http://dbpedia.org/resource/Mergers +
, http://dbpedia.org/resource/European_labour_law +
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