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Solution
The legal complements that can be considered as relative to Eco-Insulate are the Equality Act 2010, the National Minimum Wage Act 1998 and the Working Time Regulations 1998. All these legislative requirements therefore have a very big impact on the practice of rewards at Eco-Insulate.
The Equality Act 2010
Equal direct impact of the law on reward practice: The 2010 Equality Act means that Eco-Insulate should remunerate fairly, this being regardless the gender, whether male or female ( ACAS, 2024). Its reward practices have to present compensation packages in a way that would ensure that people in equal jobs are paid equally. Likewise, it would protect the company from discrimination claims under this act – Equality Act 2010. These jobs have to be assessed in terms of objective criteria in order to determine their worth which is in turn used to set pay structures. Failing to act puts Eco-Insulate in a precarious position of facing legal lawsuits of unequal pay that is against the law concerning the rights of employees.
The National Minimum Wage Act 1998
The reward practice of Eco-Insulate is affected by the National Minimum Wage Act 1998 greatly (GOV.UK, 2016). In response, Eco-Insulate must make sure that all the employees who are paid by the hour should at least be paid the legal minimum wage depending on their ages. This means that pay scale must be well structured to ensure that unlawful underpayment does not occur which can lead to fines. Eco-Insulate has to compare its entire pay scale with the updates concerning minimum wage rates and ensure that the company complies with this law at all times. Failing to properly align pay and to conduct timely assessments on the level of compliance with this law poses a threat to Eco-Insulate facing high penalties for violating it.
The Working Time Regulations 1998
The Working Time Regulations 1998 has a direct influence on how this company, Eco-Insulate, designs its reward practice (CIPD, 2020). To ensure that the above weekly 48 hours are not exceeded, Eco-Insulate should have ways of monitoring the working hours and overtime work of its employees and compensate through additional wages. It thus needs a suitable compensation package to cater for the overtime hours of work and rates of pay. Eco-Insulate should also allow reasonable paid time off in proportion to the sustained work-life balance that was regulated. It is therefore imperative that within its reward practices, it integrates the three aspects of hours monitoring, overtime, and adequate leave in order not to breach the Regulations.
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