Test Bank For Employment Law an Introduction, 6th Edition Stephen Taylor, Astra Emir Chapters 1-31
Chapter 1: The rise of employment law 1. Before the 1960s, employment in the UK was mainly regulated through which of the following? a. Comprehensive statutory laws b. Collective bargaining and trade unions c. Strict government oversight d. Individual employment contracts only Ans: B.
2. What was the main reason for the increase in employment law regulations in the UK? a. To strengthen trade unions b. To align with international labour standards c. To provide greater protection for employees d. To reduce business costs Ans: C.
3. Which of the following is NOT one of the three primary relationships governed by employment law? a. Employer–employee relationship b. Employer–government relationship c. Employer–trade union relationship d. Trade union–member relationship Ans: B.
4. In 2016, what decision by the Supreme Court significantly affected employment law?
a. Expansion of zero-hour contracts b. Legalisation of unpaid internships c. The introduction of a mandatory retirement age d. Abolition of employment tribunal fees Ans: D.
5. What is one of the criticisms of employment regulation sometimes made by businesses? a. It reduces job creation b. It makes collective bargaining easier c. It removes the need for employment contracts d. It allows unfair dismissal without consequences Ans: A.
6. Which of the following is a key employment policy of the Labour government elected in 2024? a. Increasing the capacity of trade unions to organise effectively b. Reducing maternity rights c. Increasing employment tribunal fees d. Reducing the amount of employment regulation Ans: A.
Chapter 2: Sources of employment law and institutions 1. How does a bill become law in the context of UK employment legislation? a. It requires approval from the Prime Minister only b. It must pass through both Houses of Parliament and receive Royal Assent c. It is automatically enacted once introduced in the House of Lords d. It becomes law after a simple majority vote in the House of Commons Ans: B.
2. Which one of the following is NOT a major source of UK employment law? a. Employment statutes
b. Common law c. EU law d. Criminal law Ans: D.
3. What is the primary standard of proof in civil employment law cases? a. Beyond reasonable doubt b. On the balance of probabilities c. Clear and convincing evidence d. Absolute certainty Ans: B.
4. Which one of the following statements is TRUE about employment tribunals? a. They mainly hear cases involving statutory employment disputes b. They mainly handle discrimination cases c. They are the highest authority in the employment court system d. They hear cases related to disputes with trade unions Ans: A.
5. What is the role of ACAS in employment law? a. Prosecuting employers in criminal cases b. Running employment tribunals c. Providing conciliation services, arbitration and advice d. Enforcing redundancy payments Ans: C.
6. Which of the following statements best describes the UK’s ability to amend its employment laws independently post-Brexit? a. The UK can amend its employment laws independently without any restrictions. b. The UK is bound to maintain parity with EU employment laws indefinitely.
c. The UK can amend its employment laws, but changes must not undermine the level of protection provided by EU-derived laws d. The UK must seek approval from the EU before making any amendments to its employment laws Ans: C.
Chapter 3: Barriers to employment rights 1. Which employment status, out of the following, is eligible for protection against unfair dismissal under UK employment law? a. Full-time employee b. Part-time worker c. Casual worker d. Agency worker Ans: A. 2. In the context of employment status tests, what does ‘mutuality of obligation’ refer to? a. The employer’s duty to provide training b. An ongoing obligation for work and payment c. The employee’s commitment to long-term service d. The requirement for a fixed-term contract Ans: B.
3. In cases of maternity and paternity leave, how does the law treat the interruption of continuity of employment in the UK? a. Continuity is maintained b. Continuity is reset c. Continuity is suspended until return d. Continuity is only relevant for paternity leave Ans: A.
4. What is the time limit for submitting an unfair dismissal claim to an employment tribunal in the UK as set out in the Employment Rights Act 2025? a. 1 month b. 3 months c. 6 months d. 12 months Ans: C.
5. Which one of these factors best helps to distinguish an employee from a worker or selfemployed person? a. The ability to help set their own work schedule b. The presence of employer control over their work c. The frequency of salary payments d. Whether they work from home or not Ans: B.
6. What major change did the Immigration, Asylum and Nationality Act 2006 introduce for employers? a. It allowed employers to freely hire any overseas workers b. It removed all restrictions on hiring EU workers c. It introduced fines and possible jail sentences for knowingly employing illegal workers d. It eliminated the need for sponsorship of overseas workers Ans: C.
Chapter 4: Unfair dismissal – reasons and remedies 1. What is the term for a resignation that is treated as a dismissal due to the employer’s conduct? a. Wrongful dismissal b. Automatic unfair dismissal c. Statutory dismissal d. Constructive dismissal