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This module provides students with the practical foundations for identifying, reflecting and putting into action the key skills and competencies they have gained through their degree and mapping these to real-world postgraduate opportunities. It does this through practical steps towards improving students’ employability.

The module is delivered in the first 6 weeks of Semester 2, and it involves a package of interactive lectures and workshops drawing on key debates in careers and employability labour market in relation to our degree programmes.

This module provides students with the practical foundations for identifying, reflecting and putting into action the key skills and competencies they have gained through their degree and mapping these to real-world postgraduate opportunities. It does this through practical steps towards improving students’ employability.

The module is delivered in the first 6 weeks of Semester 2, and it involves a package of interactive lectures and workshops drawing on key debates in careers and employability labour market in relation to our degree programmes.

Employee relations is an ambiguous term, but one widely used in academia and amongst practitioners. Employee relations as an area of study and practice evolved from industrial relations, and has as its primary focus conflict in the employment relationship, employment and labour law, and unions and collective bargaining. Perhaps for this reason it is sometimes seen as irrelevant in the modern era of globalization. However, management, from line management to chief executives, have often found to their shock that in reality such matters can be crucial.

The module explores the terrain of employee relations, building from the UK to wider OECD and international experience. It examines the historical development of the national employee relations contexts within which organizations operate and the continuing diversity of these national contexts in the face of the apparent pressures of globalization. The module also considers the implications of employee relations contexts for management and for organizational performance, and assesses whether managements may actively deploy partnership approaches to secure collective employee voice without conflict.

As the module develops, students will apply the concepts, frameworks and approaches it introduces to develop their knowledge of a particular national context assigned to them, collecting and critically interpreting evidence from publicly available sources.

Employee relations is an ambiguous term, but one widely used in academia and amongst practitioners. Employee relations as an area of study and practice evolved from industrial relations, and has as its primary focus conflict in the employment relationship, employment and labour law, and unions and collective bargaining. Perhaps for this reason it is sometimes seen as irrelevant in the modern era of globalization. However, management, from line management to chief executives, have often found to their shock that in reality such matters can be crucial.

The module explores the terrain of employee relations, building from the UK to wider OECD and international experience. It examines the historical development of the national employee relations contexts within which organizations operate and the continuing diversity of these national contexts in the face of the apparent pressures of globalization. The module also considers the implications of employee relations contexts for management and for organizational performance, and assesses whether managements may actively deploy partnership approaches to secure collective employee voice without conflict.

As the module develops, students will apply the concepts, frameworks and approaches it introduces to develop their knowledge of a particular national context assigned to them, collecting and critically interpreting evidence from publicly available sources.

This module introduces students to three key themes of employment law: (1) employment status; (2) the contract of employment and (3) termination of employment.

You will acquire a good understanding of the relevant law, you will also develop a critical perspective of the law in its wider social, economic, political and historical context, and you will be trained to successfully apply the law to factual situations.

The module will be taught in a lively manner, promoting student engagement with topical employment law issues through the discussion of news, problem-based learning, and teamwork.

This module is closely linked to LAWS3137 Equality at Work. It is recommended that if you want to take LAWS3137 in Part 3, in years when it is available, you take LAWS2026 Employment Law first, although this is not indispensable.

This module introduces students to three key themes of employment law: (1) employment status; (2) the contract of employment and (3) termination of employment.

You will acquire a good understanding of the relevant law, you will also develop a critical perspective of the law in its wider social, economic, political and historical context, and you will be trained to successfully apply the law to factual situations.

The module will be taught in a lively manner, promoting student engagement with topical employment law issues through the discussion of news, problem-based learning, and teamwork.

This module is closely linked to LAWS3137 Equality at Work. It is recommended that if you want to take LAWS3137 in Part 3, in years when it is available, you take LAWS2026 Employment Law first, although this is not indispensable.

This module introduces students to three key themes of employment law: (1) employment status; (2) the contract of employment and (3) termination of employment.

You will acquire a good understanding of the relevant law, you will also develop a critical perspective of the law in its wider social, economic, political and historical context, and you will be trained to successfully apply the law to factual situations.

The module will be taught in a lively manner, promoting student engagement with topical employment law issues through the discussion of news, problem-based learning, and teamwork.

This module is closely linked to LAWS3137 Equality at Work. It is recommended that if you want to take LAWS3137 in Part 3, in years when it is available, you take LAWS2026 Employment Law first, although this is not indispensable.

Employment Relations is a module studying different facets of the employment relationship from a social, political, economic, legal, and psychological perspective. Having as its starting point the UK labour market and employment relations (ER) system, it examines the main actors in ER, the structures and role of employee voice, conflict at work, pay and working time outcomes, etc.; in other words, it examines concepts and topics related to the structure, process, and outcomes of employment relations. It also examines cross-national, comparative variation in ER systems, aiming to instil to students an appreciation of the economic and institutional context that constrains and enables the behaviour of the main actors of the employment relationship. The module requires students to reflect critically on theory and empirical evidence, thus gaining a deeper understanding of the different facets of, and concepts related to, the employment relationship.

Employment Relations is a module studying different facets of the employment relationship from a social, political, economic, legal, and psychological perspective. Having as its starting point the UK labour market and employment relations (ER) system, it examines the main actors in ER, the structures and role of employee voice, conflict at work, pay and working time outcomes, etc.; in other words, it examines concepts and topics related to the structure, process, and outcomes of employment relations. It also examines cross-national, comparative variation in ER systems, aiming to instil to students an appreciation of the economic and institutional context that constrains and enables the behaviour of the main actors of the employment relationship. The module requires students to reflect critically on theory and empirical evidence, thus gaining a deeper understanding of the different facets of, and concepts related to, the employment relationship.

Employment Relations is a module studying different facets of the employment relationship from a social, political, economic, legal, and psychological perspective. Having as its starting point the UK labour market and employment relations (ER) system, it examines the main actors in ER, the structures and role of employee voice, conflict at work, pay and working time outcomes, etc.; in other words, it examines concepts and topics related to the structure, process, and outcomes of employment relations. It also examines cross-national, comparative variation in ER systems, aiming to instil to students an appreciation of the economic and institutional context that constrains and enables the behaviour of the main actors of the employment relationship. The module requires students to reflect critically on theory and empirical evidence, thus gaining a deeper understanding of the different facets of, and concepts related to, the employment relationship.