Employment Law Practise questions - university level
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Course
Employment law
Institution
University Of Leicester (LE)
need to practise for your llb law exams? These are a perfect set of questions, both problem and essay based for you to get started! All works are fictional.
Maximum word Limit: 2500 words INCLUDING footnotes, but EXCLUDING bibliography and cover
page.
You are required to submit a bibliography for this assessment.
Please answer ONE of the following questions:
Question 1
Margaret started work as a delivery driver for the company ‘Door2Door’ in October 2021. Her contract
states that she is ‘self-employed’. Under the contract it also states that she is not required to accept
any shifts offered to her, unless the company informs her that a particular shift is a ‘priority’ for which
they do not otherwise have cover. If she is unable to work, then she is permitted to ask another person
to work in her place, as long as that person is known to the company. Margaret has used her sister as a
‘substitute’ a few times, as her sister also works for the company in a different department. She is not
expected to wear any uniform, but must be ‘smart at all times’.
The work started well. From October 2021 to January 2022, Margaret would regularly be offered shifts
from 9am to 5:30 pm Monday to Thursday and she was happy to accept them. However in February
2022 she started to get notifications that the company did not have cover for Thursday and Friday
nights and that these were now ‘priority’ shifts. At first, she declined these shifts. However, she found
that if she did not accept the priority shifts, she was not offered shifts on either a Monday or a
Tuesday. Therefore from March 2022 she started to work her normal weekly pattern, plus 8pm to 4am
on Thursday and Friday nights.
This started to take a toll on her health and she requested a rest break of 30 minutes during her shifts,
which the company refused. In June she requested a week’s annual leave from Door2Door to take
place at the end of July 2022. This request was not accepted by the company on the basis that she had
not given enough notice of her leave and that the end of July was ‘always a busy time’. She decided
that she would take the week off in any event.
In August and September 2022, Margaret noticed that her pay was less than usual. She normally
received £9.60 per hour, but that month, she had only received the equivalent of £8.00 per hour. She
asked about the deduction, which she was told was because of ‘performance’ issues. When she
pressed, it was clear that the company had deducted pay for the week that she had taken leave.
Advise Margaret on her status, rights and possible remedies under employment law.
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