Employment Law Quiz Questions! Trivia

1. How long must you be employed before you can bring a claim of discrimination?

1 Year

3 Months

No qualifying period of employment

There is no specific time period that an employee must be employed before they can bring a claim of discrimination. This means that an employee can bring a claim of discrimination at any time, regardless of how long they have been employed. This is important because it ensures that employees have the right to seek legal protection against discrimination from the very beginning of their employment.

Explanation

There is no specific time period that an employee must be employed before they can bring a claim of discrimination. This means that an employee can bring a claim of discrimination at any time, regardless of how long they have been employed. This is important because it ensures that employees have the right to seek legal protection against discrimination from the very beginning of their employment.

2. What is the maximum pay out possible for a discrimination complaint at an Employment Tribunal?

£10,000

£65,300

£250,000

Unlimited

In an Employment Tribunal, the maximum payout for a discrimination complaint is unlimited. This means that there is no set limit on the amount of compensation that can be awarded to the claimant if they are successful in their complaint. The tribunal will assess the damages based on the severity of the discrimination and the impact it has had on the individual, ensuring that they are adequately compensated for any losses or harm suffered as a result of the discrimination.

Explanation

In an Employment Tribunal, the maximum payout for a discrimination complaint is unlimited. This means that there is no set limit on the amount of compensation that can be awarded to the claimant if they are successful in their complaint. The tribunal will assess the damages based on the severity of the discrimination and the impact it has had on the individual, ensuring that they are adequately compensated for any losses or harm suffered as a result of the discrimination.

3. If harassment means 'unwanted behaviour' who decides what is 'unwanted behaviour'?

The victim

The alleged harraser

The company

The victim decides what is considered 'unwanted behavior' because they are the ones experiencing the behavior and can determine whether it is unwanted or not. They are the ones who are directly affected by the actions of the alleged harasser, so their perspective and feelings should be taken into account when determining what constitutes harassment.

Explanation

The victim decides what is considered 'unwanted behavior' because they are the ones experiencing the behavior and can determine whether it is unwanted or not. They are the ones who are directly affected by the actions of the alleged harasser, so their perspective and feelings should be taken into account when determining what constitutes harassment.

4. Employees have a right to call witnesses at the disciplinary hearing.

True

False

Employees have a right to call witnesses at a disciplinary hearing because it is important to provide them with an opportunity to present evidence and defend themselves. This ensures fairness and transparency in the disciplinary process. By allowing witnesses to be called, it allows for a thorough examination of the facts and can help to establish the truth of the matter. Additionally, calling witnesses can also help to demonstrate any mitigating circumstances or provide additional context to the situation at hand. Overall, this right helps to safeguard the employee's interests and ensure a fair hearing.

Explanation

Employees have a right to call witnesses at a disciplinary hearing because it is important to provide them with an opportunity to present evidence and defend themselves. This ensures fairness and transparency in the disciplinary process. By allowing witnesses to be called, it allows for a thorough examination of the facts and can help to establish the truth of the matter. Additionally, calling witnesses can also help to demonstrate any mitigating circumstances or provide additional context to the situation at hand. Overall, this right helps to safeguard the employee's interests and ensure a fair hearing.

5. A criminal court "not guilty" verdict will enable a dismissed employee to win an unfair dismissal claim, where the dismissal is directly related to the criminal charge.

True

False

A criminal court "not guilty" verdict does not automatically guarantee that a dismissed employee will win an unfair dismissal claim. While it may be a factor considered by the court, the decision in the criminal court does not directly determine the outcome of the unfair dismissal claim. The unfair dismissal claim will be assessed based on its own merits and the evidence provided, regardless of the criminal court verdict. Therefore, the statement is false.

Explanation

A criminal court "not guilty" verdict does not automatically guarantee that a dismissed employee will win an unfair dismissal claim. While it may be a factor considered by the court, the decision in the criminal court does not directly determine the outcome of the unfair dismissal claim. The unfair dismissal claim will be assessed based on its own merits and the evidence provided, regardless of the criminal court verdict. Therefore, the statement is false.

6. Employees can be suspended without pay for as long as it is necessary to carry out a thorough investigation.

True

False

Employees cannot be suspended without pay for as long as necessary to carry out a thorough investigation. Suspending an employee without pay is a serious action that should only be taken when there is clear evidence of misconduct or wrongdoing. The suspension should be for a reasonable and limited period of time, and the employee should be given the opportunity to present their side of the story and defend themselves. Suspending an employee without pay for an extended period of time without sufficient justification would likely be considered unfair and could lead to legal consequences.

Explanation

Employees cannot be suspended without pay for as long as necessary to carry out a thorough investigation. Suspending an employee without pay is a serious action that should only be taken when there is clear evidence of misconduct or wrongdoing. The suspension should be for a reasonable and limited period of time, and the employee should be given the opportunity to present their side of the story and defend themselves. Suspending an employee without pay for an extended period of time without sufficient justification would likely be considered unfair and could lead to legal consequences.

7. You need to have a minimum of one years' service to qualify for redundancy pay?

True

False

To qualify for redundancy pay, an employee generally needs to have a minimum of two years' service, not one year. This means that the statement "You need to have a minimum of one year's service to qualify for redundancy pay" is incorrect.

Explanation

To qualify for redundancy pay, an employee generally needs to have a minimum of two years' service, not one year. This means that the statement "You need to have a minimum of one year's service to qualify for redundancy pay" is incorrect.

8. If it is necessary to discipline an employee, the sanction should be the same as for any other employee, irrespective of the length of service or position.

True

False

The statement is false because it is not necessary for the sanction to be the same for all employees. The appropriate disciplinary action should be determined based on the severity of the offense, the employee's history, and their position within the company. Different employees may require different levels of disciplinary action based on these factors.

Explanation

The statement is false because it is not necessary for the sanction to be the same for all employees. The appropriate disciplinary action should be determined based on the severity of the offense, the employee's history, and their position within the company. Different employees may require different levels of disciplinary action based on these factors.

9. Bullying is specifically outlawed by which UK legislation?

Health and Safety at Work Act 1974

Employment Rights Act 1996

Protection from Harassment Act 1997

None

None of the options provided specifically outlaw bullying in the UK. While there are laws and regulations that address harassment and workplace safety, there is no legislation that specifically targets bullying. It is important to note that bullying can still be addressed under existing laws, but there is no specific law dedicated solely to bullying.

Explanation

None of the options provided specifically outlaw bullying in the UK. While there are laws and regulations that address harassment and workplace safety, there is no legislation that specifically targets bullying. It is important to note that bullying can still be addressed under existing laws, but there is no specific law dedicated solely to bullying.

10. Employees have a legal right to be represented at a formal disciplinary hearing.

True

False

Employees do not have a legal right to be represented at a formal disciplinary hearing. While some companies may allow employees to have representation, it is not a legal requirement. The right to representation may vary depending on the company's policies, employment contracts, or collective bargaining agreements. However, in many cases, employees may choose to have a colleague or union representative present to support and advise them during the hearing.

Explanation

Employees do not have a legal right to be represented at a formal disciplinary hearing. While some companies may allow employees to have representation, it is not a legal requirement. The right to representation may vary depending on the company's policies, employment contracts, or collective bargaining agreements. However, in many cases, employees may choose to have a colleague or union representative present to support and advise them during the hearing.