Employment Rights Act Explained

Summary

Section 108 of the Employment Rights Act 1996 requires a two-year qualifying period for unfair dismissal claims, with exceptions for discrimination and whistleblowing. Section 230(3)(b) defines worker for employment rights. The EU Platform Workers Directive Articles 4 and 5 aim to enhance protections for platform workers, potentially broadening the definition of worker and offering similar protections to those in the Employment Rights Act.

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what does it state as instances where subsection * does not apply
Under Section * of the Employment Rights Act *, subsection * does not apply in certain situations, including:
- Dismissals related to pregnancy, childbirth, or maternity rights.
- Dismissals connected to trade union membership or activities.
- Dismissals for asserting statutory rights.
- Health and safety reasons.
- Whistleblowing.
These exceptions allow employees to claim unfair dismissal without the usual two-year qualifying period.
now can you explain section * subsection 3b of the employment rights act
Section *(*)(b) of the Employment Rights Act * defines "worker" as someone who works under any contract, express or implied, where they undertake personally to perform work or services for another party, excluding those who work for themselves. This definition is crucial for determining employment rights and protections.
for all the mentioned above sections of the employment rights act, what are their implications regarding the platform workers directive article * and * from the EU
Case Rating: *
The Employment Rights Act * sections you've mentioned highlight various employment protections in England, such as qualifying periods for unfair dismissal and definitions of workers. The EU Platform Workers Directive, particularly Articles * and *, aims to enhance these protections specifically for platform workers, ensuring they have fair working conditions and clear employment status. This directive may broaden the scope of who qualifies as a worker, offering more protections similar to those outlined in the Employment Rights Act, but specifically targeted towards gig and platform workers.
Do you have any specific concerns related to platform work that you'd like to explore further?