Employment Law Level 3

Employment law Level 3. This emplyment law course explains the various influences and rules which dictate the nature of the relationship between employer and employee, one that almost citizens can relate to.

The course endeavours to place the employment relationship within its context in our legal system and explains how the various sources of law have developed and govern the operation of the contract of employment. It is hoped the coverage of this course will motivate students to progress further and perhaps embark upon a career within law or a human resources related discipline.

For the vast majority of us the employment relationship is a daily reality which can last throughout the course of our lifetimes. Irrespective of our motivations for participation, it is destined to be one of the longstanding relationships of our adult life. For many such a relationship may be relatively mundane; for others this may be far more traumatic and less happy. For these reasons, this course is guaranteed to be relevant and of interest to a vast array of people, those wishing to work in the field of law, or those seeking to improve their knowledge of employment law.

Qualification: Employment Law Award
Accredited: Yes
QCF Recognised: No, Equivalent level of learning at level 3
Awarding Body: Focus Awards - FQP
Start Date: Anytime - We enrol 365 days a year
Duration: Flexible - Approx 100 Hours - 12 Months Max Support
Credit Value: Not Applicable

Employment Law Level 3

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Course Fee: Starting at: £259.00

​​One of the biggest concerns for any potential student is the financial commitment involved. UK Open College recognise this and have implemented a pay as you study plan to assist students in spreading any fees involved with their course over a manageable period of time. Students are able to pay a deposit upon enrolment followed by a monthly repayment over a set period of time.

We would encourage students to view any related fees as an investment in their future. The majority of investments will provide a rewarding return over a set period of time. Once qualified and in employment students can expect a fantastic return on their investment year after year.

We offer all UK Based students guaranteed acceptance onto this scheme* upon completion of a signed student agreement. Shortly after paying your deposit our accounts department will contact you direct via telephone to gather the required information to complete the agreement. Once received we will forward a digital document via email for your signature. 

*Contact details, employment details and valid UK bank details with the ability to set up direct debit are required for all students applying for our pay as you study plan. If students are unable to provide this information any application may be declined. 

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What is the Contract of Employment
Why have an Employment Contract
Statement of Particulars of Employment
Civil Law
Government, Policies and the Public Services
The Role of Government and Politics
The Work of the Queen, The House of Commons & The House of Lords
Government Departments and their Responsibilities for the Uniformed Services
The Roles and Responsibilities of International Organisations
The Structure of the United Nations:
The Roles of the International Court of Justice:
The Roles of the Security Council:
The Roles of the General Assembly:
The European Union

Contract Formation
Reaching an Agreement – The Offer
Making Legal Relations
How Laws Affect Contracts

What does the Contract Cover?
Names of the Parties Entering into the Contract
Start Date
Prior Agreements
Hours of Work
Probationary Period
HolidaysSickness & Disability
Job Title and Description
Place of Work
Grievance and Disciplinary Procedure
Restrictive Covenants
Particulars of Employment

How to Terminate an Employment Contract
Instant Dismissal
Wrongful Dismissal
Pitfalls for the Employer

What is Redundancy?
Being Selected for Redundancy
Reapplying for a Role
Unfair Selection
Appealing the Decision
Voluntary Redundancy
Redundancy pay
Short-term and Temporary Lay-offs
Notice periods
Notice Pay
Payment in Lieu of Notice
Collective Redundancies
Length of Consultation
Electing Employee Representatives
Fixed Term Contract Employees
Suitable Alternative Employment
Refusing an Offer
Trial Periods
Time off for Job Hunting
Planning for Redundancies
Redundancy and Retention
International Organisations and Redundancies
Managers and Professionals

Equal Pay Act of 1970
Minimum Wage
Part Time Workers
Pay and Performance
Other Rewards
How is Performance Management Monitored?
Advantages of Linking Pay to Performance?
Disadvantages of Linking Pay to Performance
What is a Salary System?
Key Elements of a Salary System
How is a Salary Administration System Created?
Steps to Creating a Salary Administration System
Incentives, PRP and Fringe Benefits
Fringe Benefits
Using Incentives
Giving Gifts
Performance Related Pay (PRP)
Hours of Work
Weekly Maximum Working Hours and Opting Out
Opting Out of the 48-Hour Week
Workers not Permitted to Opt Out
Cancelling an Opt-Out Agreement
Example of an Opt-Out Agreement:
Working Hours for 16 and 17 Year Olds
Calculating Working Hours
What Counts as Work?
What Does Not Count as Work
Time Used to Calculate Average Hours
Working Hours if an Individual Has More than One Job
Help and Advice
Overtime Pay
What is Overtime?
Part-time Workers
Time Off and Paid Leave
Hours and Limits
Night Time Hours and Limits
Young Workers and Staff Dealing with Special Hazards
Exceptions to Night Hours Limits
Rest Breaks
Health Assessments
Employer's Assessment
Sunday Working
Sunday Working in Shops and Betting Shops
Opting out of Sunday Working
Flexible Working
Types of Flexible Working
Phased Retirement
Making a Statutory Application
Meeting to Discuss the Application
Being Accompanied at the Meeting
Withdrawing an Application
Following the Application
Agreeing the Application
Rejecting an Application
Holding an Appeal Meeting
Attending the Employment Tribunal

Direct Discrimination
Indirect Discrimination
Equality and Human Rights Commission
Belief Discrimination Cases

Health and Safety at Work Act 1974
Health and Safety Responsibilities
Employee Rights
Employees Responsibilities
Health and Safety Concerns
What is COSHH?
What is a ‘substance hazardous to health'?
Principles of Good Control Practice
COSHH assessment: Identifying hazard and assessing risk
Chemical Safety Data Sheets
Training for Employees Working with Substances Hazardous to Health
COSHH Health Surveillance
Guidance on how employers can fulfil their legal duty to provide Health surveillance.
What is RIDDOR
Legal Requirement
Record Keeping
How to Keep and Maintain RIDDOR Records
How Long Must RIDDOR Records be Kept?
What Information Must be Recorded?
How to Report an Incident
First Aid Training
Personal Protective Equipment
Skin Protection
Eye Protection
Hearing Protection
Protective Clothing and Ensembles
Legislation in the European Union Fire Prevention
Requirements of Reporting and Recording Accidents and Incidents

Labour Rights
Social Protection

History of Labour Law
Company Collective Bargaining Agreements
Collective Bargaining
Individual Labour Law
Contract of Employment
Minimum Wage
Working Time
Occupational Health and Safety

Students looking to enrol onto this course should meet the following criteria:

Be aged 16 Years or above
Possess a solid knowledge of the english language

Have access to a PC and the internet for the duration of the whole course
Basic computer skills: e.g Word processing, emailing, uploading documents etc

Have a genuine desire to succeed 

Focus Awards (FQP) - Level 3 Employment Law Award

This course has been accredited through the Focus Awards “Focus on Quality Provision” (FQP) Scheme. The course content and depth of study required have been benchmarked against Level 3 on the Qualification Credit Framework (QCF).

Focus Awards is Regulated as an Awarding Organisation by Ofqual, the qualification regulators for England, Wales & Northern Ireland. FQP programmes are designed to give formal recognition to courses in a wide range of subjects that fall outside the QCF. They are not qualifications; on successful graduation from the course you will receive a Focus Awards Certificate of Achievement and a Diploma from My Distance Learning College.

 FQP courses are ideal for professionals required to demonstrate commitment to CPD (Continuous Professional Development), and for those wanting to gain specialist knowledge of a particular subject.

Receipt of Certification: Certification is awarded by Focus Awards and can take up to 12 weeks to be received after completion of your studies. All certification will be delivered to students direct at their home address. UK Open College have no control over delivery of certification awarded by the external awarding bodies. Any outstanding fees are payable before certification is issued. 

Course duration will vary dependant on student commitment, effort and ability. Overall guided learning hours are approx 100. This should be used as a guideline only and completion times will vary hugely.We would encourage students to serioulsy consider how they plan to complete their chosen course prior to enrolment. Students should think about how they are going to study, where they are going to study and how often. Be realistic!

Speak to family members and help them to understand what you are trying to acheive, explain you may require peace and space to study at certain times. The more you involve them the more likey you are to get them on your side.

Students are reminded that the time in which they complete is purely down to them as an individual. Completion can be as quickly or as slowly as you wish within the 12 month tuition period. If you require additional time an extension may be available. Extensions are arranged at an additional cost as and when needed.

Students are able to complete their course purely online though our ilearn it easy student portal or choose to receive a hard copy of the course lessons via the post. If you choose to receive a hard copy please note you will also be required to upload any completed assignments via the student portal. We do not accept course assignments via post.

Students can expect to receive access to the student portal via email within 3 working days of enrolment being received. Please allow 5 working days for receipt of hard copy materials if selected. 

If you choose to enrol please select your preferred method at checkout.

All students on this course will be registered to a personal tutor for 12 months who is contactable via email through our student portal. We also have a team of dedicated advisors to help and advise with any course related queries. The tutors role is to help and support students for the entire duration of their studies. Please remember our tutors are here to help. Never be embarrassed to ask for help.

This course is completed using continual assessment, allowing your tutor to closely monitor your progress every step of the way. Therefore no examination is required. Students will be required to submit a series of assignments throughout their course by uploading completed assignments to our student portal. You are able to view our ilearn it easy portal here

Students should understand that part of any study programme requires an element of research on their part. As technology moves forward at a rapid pace a visit to the local library is no longer the chosen method of accessing information. Students are also expected to use the internet for research purposes and can expect to be referred to various blogs and websites such as You Tube and Google amongst other specific websites relating to their chosen subject. Tutors will not give you the answers to complete your assignments.

All correspondence with your tutor can be viewed via the portal along with all feedback and comments on submitted assignments. Access this from anywhere in the world from any device connected to the internet. True flexibility

Students can expect to receive feedback on submitted assignments within 7 days. However we expect delays on this timescale  during holiday periods e.g Summer holidays July/August, bank holidays and xmas. We appreciate your patience during these periods.

In order to help students with the terms and conditions of their enrolment we have tried to keep things simple and easy to understand. No jargon or small print. Our full terms and conditions can be viewed here. 

In our experience the main and most important part of these terms for our students is the cancellation & returns policy. So lets explain these clearly to avoid any misunderstanding. 

Firstly we would request that students check the course syllabus and content immediately upon receipt. This is vitally important. Please ensure that any qualification awarded at the end of your course meets your needs. If in doubt call us on 0121 288 0181 to check before you enrol.

If for any reason you wish to cancel and return your course to us for a refund you are welcome to do so as long as you notify us within 7 days of receipt at the delivery address. Please email accounts@ukopencollege.co.uk stating your name, address, invoice number requesting to cancel. We will then respond to you with further instruction. If you have received a hard copy of your course you will be required to return this at your own cost via courier/recorded delivery before a full refund will be issued. If you have paid a deposit and signed a student agreement you will be charged a £30 cancellation fee. This will be deducted from any deposit paid. 

All returns must remain unused and in resaleable condition. This complies with distance selling regulations 2000. All students are welcome to return their course to us for any reason as long as we have been notified within the 7 days as above. Unfortunately if notification to cancel is received outside of this period your request for a refund will be declined. This does not affect your statutory rights

Please call our accounts team direct on 01827 283735 if you have any questions regarding our cancellation and returns policy. It will only cost you a phone call 

Reviews For Employment Law Level 3

Date Added: 24/06/2014 by Alan Titley
3 Out Of 5 Stars
Quite an enjoyable course. I have a basic knowledge in HR already and wanted to take a look at what ...
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