BTEC Level 3 Unit 24 Employment Law Assignment Brief 2026

Unit 24 Employment Law Assignment Brief

Unit in brief

Learners explore how a business meets legal obligations relating to employment rights. They will consider processes associated with solving employment disputes.

Unit introduction

It is essential that all employees understand their employment rights and duties. This unit considers the important legal rights, duties, documents and remedies available under law.

In this unit, you will gain an understanding of important employment documents, the rights and duties of both employees and employers, and the effect of non-compliance with the law. You will explore the process of resolving work-related disputes, make judgements on tribunal decisions and explore the support available from other organisations.

By investigating employment law, you will have a good foundation for employment. Undertaking research and discussion on employment issues with other people will give you an understanding of the process of law. You will also develop communication skills through discussion and presentations. Employment law is a specialist area and can help you develop a career in human resources and management.

Learning aims

In this unit you will:

A Examine employment rights and how those rights impact on a business and its employees
B Investigate the importance of equality within the workplace and the influence of support organisations
C Explore the legal approaches used to resolve employment work-based issues.

Summary of unit

Content

Learning aim A: Examine employment rights and how those rights impact on a business and its employees

A1 Basic employment rights available to all employees

• Pay, National Minimum Wage, National Living Wage, authorised and non authorised deductions e.g. authorised – National Insurance, non unauthorised – anything not required by law or authorised in contract of employment, timing of payment.
• Holiday entitlement: full- and part-time employees.
• Family:
  • parental leave
  o time off for family and dependants and unpaid parental leave.
• Workplace, e.g. rights associated with flexible working, time off for trade union duties, access to a trade union representative in the event of a grievance, weekly and daily rest breaks, not to be harassed or discriminated against, ‘whistle blowing’, rights to study and training if aged 16-17.
• Duties of employer:
  o provide work
  o pay
  o health and safety compliance.
• Duties of employee:
  o obey reasonable instructions/orders
  o not to steal
  o comply with health and safety legislation.
• Evaluation, application of case law and statutes.

A2 Contracts of employment and other documentation

• Types of contract:
  o full-time permanent
  o part-time
  o temporary
  o fixed term
  o trainee
  o zero hours
  o flexible.
• Formation of a contract:
  o offer
  o acceptance
  o consideration
  o intention to create legal relations.
• Express and implied terms, terms incorporated through custom and practice, unfair contractual terms.
• Commencement of a contract.
• Determining if the employee is employed or self-employed.
• Changes to a contract.
• Employees right to written details about the employment contract, e.g. where it can be found if not a single document, timescales for issuing to a new employee, what to do if a written statement is not received.
• Contents of the written statement of employment particulars, e.g. business name, employee’s name, job title and/or job description, start date, if a previous job counts towards service, how much and when the employee will be paid, hours of work and the days/times that work will be undertaken, details relating to overtime, holiday entitlements, location of work.
• Other contents, e.g. length of temporary employment, end date of fixed contract, notice periods, collective agreements, pension details, processes for dealing with a grievance, how to complain.
• Access to information or policies on sick pay, disciplinary, grievance and dismissal procedures.
• Content of a contract of employment, reasons for having a contract of employment versus statement of particulars.
• Evaluation, application of case law and statutes.

Learning aim B: Investigate the importance of equality within the workplace and the influence of support organisations

B1 Ensuring equality in employment

• Protected characteristics, definition and description (Equality legislation), e.g. age, disability, gender reassignment, marriage and civil partnership, parental, race, religion or belief, sex, gender identification, sexual orientation – need for employee training to avoid work-based problems.
• Prohibited conduct, e.g. direct and indirect discrimination, violence, bullying, theft, illegal use of electronic communication, harassment, gambling on the job, verbal and physical abuse, practices relevant to the specific business.
• Evaluation, application of case law and statutes.

B2 Organisations who can support the rights of the employer and employee

• The Advisory, Conciliation and Arbitration Service (ACAS).
• Trade unions.
• Health and Safety Executive (HSE).
• Citizens Advice.
• Equality Advisory and Support Service (EASS).
• Law centres.
• Tribunal service and Employment Appeal Tribunal (EAT).
• European Court of Human Rights.
• Confederation of British Industry (CBI).

Learning aim C: Explore the legal approaches used to resolve employment work-based issues

C1 Grounds for the termination of employment

• An employee can leave their place of work for a variety of reasons:
  o distinction between probationary and permanent rights
  o resignation
  o capability
  o conduct
  o redundancy
  o where the employee cannot continue in their post because this would break the law
  o some other substantial reason that justifies dismissal of the employee from the job they do
  o wrongful, unfair or constructive dismissal
  o evaluation
  o application of case law and statutes.

C2 Formal and informal methods of resolving problems in the workplace

• Grievance and disciplinary procedures are used to ensure that the process of complaint is fair and transparent for both sides. Where appropriate, there should be an accurate written record.
• Reference to the contract of employment.
• Deciding if the problem constitutes a formal or informal work-based problem, disciplinary meetings, use of mediation.
• Use and reference to the businesses’ grievance and disciplinary policy, procedures, investigation, use of representatives, formal and informal meetings, decision and further action, written record, use of verbal and written warning.
• Role of ACAS.
• Tribunals: procedures, using the decisions of the Employment Appeal Tribunal.
• Compensation for redundancy, calculation.
• Ensuring the employee is not unfairly dismissed.
• Collective disputes and their resolution.
• Evaluation.
• Application of case law and statutes.

Assessment criteria

Essential information for assignments

The recommended structure of assessment is shown in the unit summary along with suitable forms of evidence. Section 6 gives information on setting assignments and there is further information on our website.

There is a maximum number of two summative assignments for this unit. The relationship of the learning aims and criteria is:

Learning aims: A and B (A.P1, A.P2, B.P3, B.P4, A.M1, B.M2, A.D1, B.D2)

Learning aim: C (C.P5, C.P6, C.M3, C.M4, C.D3)

Further information for teachers and assessors

Resource requirements

For this unit, learners will need access to law reports and statutes.

Essential information for assessment decisions

Learning aims A and B

For distinction standard, learners will support their evaluations of the impact on both employers and employees with individual and original statements and examples. They will demonstrate a comprehensive use and application of relevant precedent and statutes to justify their arguments and conclusion. The application of the law to the scenarios must include the relevant decided cases and statutes to support the advice given.

The briefing sheet on support organisations must be professional, business-like and suitable for presentation by a lawyer/adviser to clients. If a presentation is made, learners must be prepared to answer audience questions on their presentation and show a firm grasp and understanding of the information presented, at all levels. A detailed observation statement will be provided for each learner.

For merit standard, learners will demonstrate a considered and comprehensive understanding of all areas of law covered by the assignment and assessment criteria. They will demonstrate good analytical skills which fully cover all possible decisions and outcomes from the scenarios or case studies. The application of the law to the scenarios must include application and analysis, using relevant decided cases and statutes to provide comprehensive and appropriate advice.

For pass standard, learners will show their understanding of employment rights and documents. The scenarios or case studies must be drafted so that learners demonstrate problem-solving, decision-making and analytical skills. An explanation of each of the elements will be clear and detailed and written in the learner’s own words to convey a clear understanding of laws relating to employment and equality rights.

Learning aim C

For distinction standard, learners will provide a professional report that supports their evaluations with individual and original statements and examples. They will demonstrate a comprehensive use and application of relevant precedent and statutes to justify their arguments and conclusion. The scenarios must be drafted so that they require learners to demonstrate problem-solving, decision-making and analytical skills. An explanation of each criterion will be clear, detailed and professional; presented in the learner’s own words to indicate a clear understanding. The application of the law to the scenarios, or case studies, will include all relevant decided cases and statutes to support the advice given. Learners will have shown individuality and independence in their presented assessment evidence.

For merit standard, learners will demonstrate individual analysis on grievance and disciplinary procedures, they will demonstrate a considered and comprehensive understanding of this area of law. They will demonstrate good analytical skills which fully cover all possible decisions and outcomes from the scenarios. The application of the law to the scenarios will include relevant decided cases and statutes to provide detailed advice. The briefing sheet and report must be professional, business-like and suitable for presentation by a lawyer/adviser to clients.

For pass standard, learners will demonstrate a clear understanding, explanation and application of the law relating to termination of employment and, work-based problems to the case studies/scenarios in a presentation and briefing sheet.

Links to other units

This unit links to:

• Unit 23: The English Legal System
• Unit 25: Aspects of Civil Liability Affecting Business
• Unit 26: Aspects of Criminal Law Impacting on Business and Individuals.

Employer involvement

Centres may involve employers in the delivery of this unit if there are local opportunities.

This unit would benefit from employer involvement in the form of:

• guest speakers
• participation in audience assessment of presentations
• design/ideas to contribute to unit assignment/case study/project materials
• work experience
• business materials as exemplars
• support from local business staff as mentors.

Answer

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