Being a Responsible Employee — Laser Learning Awards Other Life Skills Qualification Foundations for Learning Revision

    This element focuses on equipping learners with foundational knowledge of employment rights and responsibilities, including an understanding of relevant la

    Topic Synopsis

    This element focuses on equipping learners with foundational knowledge of employment rights and responsibilities, including an understanding of relevant laws and organisational policies. It emphasises the practical application of this knowledge in the workplace, such as knowing where to seek advice and understanding one's own role and career development opportunities. The aim is to foster responsible and informed employees who contribute positively to their organisations.

    Key Concepts & Core Principles

    Exam Tips & Revision Strategies

    Common Misconceptions & Mistakes to Avoid

    Examiner Marking Points

    Being a Responsible Employee

    LASER LEARNING AWARDS
    vocational

    This element focuses on equipping learners with foundational knowledge of employment rights and responsibilities, including an understanding of relevant laws and organisational policies. It emphasises the practical application of this knowledge in the workplace, such as knowing where to seek advice and understanding one's own role and career development opportunities. The aim is to foster responsible and informed employees who contribute positively to their organisations.

    33
    Learning Outcomes
    43
    Assessment Guidance
    45
    Key Skills
    27
    Key Terms
    56
    Assessment Criteria

    Assessment criteria

    Laser Level 1 Certificate in Progression
    Laser Entry Level Award in Progression (Entry 3)
    Laser Level 2 Certificate in Progression
    Laser Level 2 Diploma in Progression
    Laser Level 3 Award in Progression
    Laser Level 2 Award in Progression
    Laser Level 1 Award in Progression
    Laser Entry Level Certificate in Progression (Entry 3)
    Laser Level 1 Diploma in Progression
    Laser Level 3 Certificate in Progression

    Topic Overview

    The Laser Level 1 Certificate in Progression within Foundations for Learning is designed to equip students with essential life skills and academic foundations necessary for further education and personal development. This qualification covers key areas such as communication, numeracy, digital literacy, and personal effectiveness, providing a holistic approach to learning. By focusing on practical applications and real-world scenarios, the course helps students build confidence and competence in managing everyday tasks, from budgeting and time management to effective teamwork and problem-solving.

    This certificate is particularly valuable for students who may not have achieved traditional GCSEs or who are returning to education after a break. It serves as a stepping stone to higher-level qualifications, such as GCSEs or vocational courses, by reinforcing core skills and fostering a positive attitude towards learning. The curriculum is structured to be accessible and engaging, with assessments that emphasize understanding and application rather than rote memorization. Students will find that the skills gained are directly transferable to both academic and professional environments, making this qualification a practical choice for those seeking to improve their life chances.

    Within the broader context of Other Life Skills Qualifications, the Laser Level 1 Certificate in Progression is aligned with the UK's focus on lifelong learning and employability. It addresses the needs of diverse learners, including those with special educational needs or those who have disengaged from mainstream education. By completing this course, students demonstrate a commitment to self-improvement and gain a recognized credential that can open doors to further study, apprenticeships, or entry-level employment. The emphasis on personal development ensures that students not only acquire knowledge but also develop the resilience and adaptability needed to thrive in a changing world.

    Key Concepts

    Core ideas you must understand for this topic

    • →Communication Skills: Understanding how to listen actively, speak clearly, and write effectively in different contexts, including formal and informal settings.
    • →Numeracy: Applying basic mathematical operations (addition, subtraction, multiplication, division) to real-life situations such as budgeting, measuring, and interpreting data.
    • →Digital Literacy: Using computers and software for tasks like word processing, internet research, and online communication, while understanding e-safety and responsible digital citizenship.
    • →Personal Effectiveness: Developing self-management skills such as goal setting, time management, and resilience, as well as working collaboratively in teams.
    • →Problem-Solving: Identifying issues, generating solutions, and making decisions using logical reasoning and creative thinking.

    Learning Objectives

    What you need to know and understand

    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Identify key employer and employee statutory rights and responsibilities under Employment Law.
    • Describe how organisational policies and procedures protect the employer-employee relationship.
    • Locate reliable sources of information, advice and guidance on employment rights and responsibilities.
    • Explain own role within the organisation and how it contributes to the sector.
    • Outline the career pathways available to an employee and how to access progression information.
    • Recognise the functions of representative bodies relevant to the sector.
    • Apply sector-specific sources to obtain relevant information, advice and guidance.
    • Interpret own organisation’s principles and Codes of Practice in everyday work scenarios.
    • Identify the key statutory rights and responsibilities of employers and employees under employment law
    • Describe the purpose of workplace policies and procedures that protect the employment relationship
    • List sources of information, advice, and guidance available to employees regarding their rights
    • Explain their own role within the organisation and how it contributes to the sector
    • Outline how employees are informed of available career pathways
    • Recognise representative bodies relevant to their employment sector
    • Access sector-specific information, advice, and guidance
    • Summarise their organisation’s principles and codes of practice
    • Describe key statutory employment rights and responsibilities that apply to employees and employers.
    • Explain how an organisation’s policies and procedures safeguard the employee-employer relationship.
    • Identify reliable sources of information, advice, and guidance for employment issues within a specific sector.
    • Outline how representative bodies and career pathways information support an employee’s professional development.
    • Explain the statutory rights and responsibilities of employers and employees under employment law.
    • Describe the policies and procedures that protect the relationship between employer and employee.
    • Identify relevant sources of information, advice and guidance on employment rights and responsibilities.
    • Analyse own role within the organisation and sector in relation to responsibilities.
    • Evaluate how career pathway information is communicated to employees within an organisation.
    • Discuss the role of representative bodies relevant to the sector.
    • Apply knowledge of own organisation’s principles and code of practice to workplace scenarios.

    Assessment Criteria

    Key criteria assessors look for in your portfolio

    • Award credit for demonstrating accurate knowledge of at least two statutory employment rights and corresponding responsibilities (e.g. health and safety, working time regulations).
    • Award credit for identifying appropriate internal policies (such as grievance or equality procedures) and explaining their purpose in protecting the employment relationship.
    • Award credit for naming relevant sources of information, advice and guidance (e.g. ACAS, trade union, Citizens Advice) and describing when to use them.
    • Award credit for outlining own job role, including key tasks and how it fits within the wider organisation/sector, and identifying at least one career pathway.
    • Award credit for recognising a representative body (e.g. a professional association or union) and explaining how they support employees in the sector.
    • Award credit for correctly identifying at least one employee statutory right (e.g., right to a safe working environment) and one responsibility (e.g., to cooperate on health and safety).
    • Award credit for naming an employer's legal duty, such as providing a written statement of employment particulars.
    • Award credit for explaining the purpose of a workplace policy, like an equal opportunities policy, in protecting employees.
    • Award credit for identifying a trusted source of employment advice (e.g., ACAS helpline, trade union representative).
    • Award credit for describing their own job role and how it fits into the wider organisational structure.
    • Award credit for stating at least one method to learn about career pathways, such as asking for a performance review or accessing job adverts internally.
    • Award credit for accurately identifying at least three core statutory employment rights (e.g., National Minimum Wage, working time regulations, holiday entitlement) and corresponding responsibilities (e.g., duty of care, confidentiality).
    • Look for clear explanation of how a specific organisational policy (e.g., grievance procedure, equality and diversity policy) protects the employment relationship, with reference to a real or simulated workplace context.
    • Assess ability to locate and summarise relevant information from two distinct sources of advice (e.g., ACAS website, trade union representative, internal HR) on a given employment rights scenario.
    • Evidence must include a description of the learner's own role, including main duties and limits of responsibility, linked to the organisation's structure or sector standards.
    • Expect demonstration of knowledge of career pathways: the learner should map at least one potential progression route from their current role, referencing qualifications or experience required.
    • Check for identification of at least one representative body (e.g., a professional association or trade union) relevant to the sector, with explanation of its function in supporting employees.
    • When assessing sector-specific information retrieval, credit the use of up-to-date industry sources (e.g., Skills for Care, sector skills council reports) to inform practice.
    • Require evidence that the learner applies their organisation's code of practice/principles to a work-related decision or behaviour, showing alignment with professional values.
    • Award credit for demonstrating a thorough understanding of statutory employment rights and responsibilities, including specific legislation such as the Employment Rights Act, and explaining how these translate into daily work conduct.
    • Award credit for evaluating the role of organizational policies and procedures (e.g., grievance and disciplinary procedures, equality policies) in maintaining a fair and legally compliant working environment.
    • Award credit for identifying and accessing credible sources of employment advice and guidance, both internal (HR department, line manager) and external (ACAS, trade unions), and explaining when and how to use them.
    • Award credit for clearly mapping their own role to the organization's structure and sector, including awareness of career progression pathways and how to proactively seek development opportunities.
    • Award credit for recognizing the importance of representative bodies and sector-specific information, and for demonstrating how to stay updated with changes that affect their employment rights and professional practice, including adherence to organizational codes of practice.
    • Award credit for demonstrating a clear understanding of at least three specific statutory rights (e.g., right to a written statement, minimum wage, holiday entitlement) and the corresponding responsibilities of both employee and employer.
    • Expect evidence of correctly identifying key policies (e.g., grievance procedure, equality and diversity policy, health and safety policy) and explaining how they protect the employment relationship.
    • Credit given for accurately naming and describing the role of at least one representative body (e.g., trade union, professional association) and one source of external advice (e.g., ACAS, Citizens Advice) relevant to the sector.
    • Look for the learner’s ability to apply knowledge to their own role by mapping job responsibilities to organisational codes of practice and outlining potential career pathways within the sector.
    • Award credit for accurately identifying at least three statutory rights (e.g., minimum wage, holiday entitlement) and explaining their implications under employment law.
    • Award credit for demonstrating an understanding of how to access internal and external sources of information, advice, and guidance, such as HR departments or ACAS.
    • Award credit for explaining the link between organizational codes of practice and the employee's role in maintaining professional standards.
    • Award credit for accurately listing at least three statutory rights and three responsibilities for employers and employees.
    • Credit demonstration of how a specific policy (e.g., grievance procedure) safeguards the employment relationship.
    • Expect identification of at least two credible sources of employment advice (e.g., ACAS, Citizen's Advice) and a brief explanation of their relevance.
    • Look for clear articulation of the learner's role, including key duties and how it fits within the organisational structure.
    • Require a logical example of a career pathway and the process for accessing relevant guidance (e.g., appraisals, internal vacancy boards).
    • Assess recognition of a relevant trade union or professional body and its main purpose in the sector.
    • Check that learners can describe how they would find sector-specific updates (e.g., via a government website, industry newsletter).
    • Evidence of applying the organisation's Code of Practice to a given workplace scenario should be rewarded.
    • Award credit for accurately listing at least three statutory rights (e.g., minimum wage, holiday entitlement, safe working conditions)
    • For describing policies, expect mention of grievance procedures or equal opportunities policy with a clear link to protecting the relationship
    • When identifying IAG sources, look for specific examples like ACAS, Citizens Advice, or union representatives
    • Assess ability to map their job role to an organisational chart or explain their contribution to sector goals
    • Check understanding of career pathways by referencing mechanisms such as appraisals, training plans, or internal job boards
    • Recognise representative bodies only if correctly matched to the sector (e.g., trade unions for manufacturing, professional bodies for finance)
    • For sector-specific IAG, expect demonstration of accessing websites, helplines, or sector skills councils
    • Summarising codes of practice should include reference to ethical standards, confidentiality, or sustainability commitments
    • Award credit for accurately naming at least two employment rights (e.g., right to a written statement, right to holiday pay).
    • Credit should be given for explaining how a policy (e.g., grievance procedure) protects the working relationship.
    • Look for specific references to internal (e.g., HR department) and external (e.g., ACAS, trade unions) guidance sources.
    • Award marks for demonstrating awareness of own role’s responsibilities and how they align with the organisation’s code of conduct.
    • Award credit for accurately identifying key statutory employment rights such as the right to written terms, minimum notice periods, and protection against unfair dismissal.
    • Expect evidence of understanding the organisation's grievance, disciplinary, and health and safety policies as they protect the employment relationship.
    • Demonstrate ability to locate and reference appropriate sources of advice (e.g., ACAS, Citizens Advice, trade unions).
    • Provide clear links between own job role, sector expectations, and professional development opportunities.
    • Credit the correct identification of at least one representative body and explanation of its support function for employees.

    Assessment Guidance

    Guidance for achieving higher grades

    • 💡When describing sources of advice, provide specific examples and explain how you would access them in a real workplace scenario.
    • 💡Relate policies and procedures directly to safeguarding the employer-employee relationship; avoid generic statements without context.
    • 💡Use simple, clear language to explain your rights and responsibilities; assessors value practical application over memorised legal jargon.
    • 💡Always link rights directly to the specific law (e.g., Health and Safety at Work Act 1974) when providing evidence.
    • 💡Use real workplace examples (even from simulated or volunteer work) to show application of policies.
    • 💡When stating a source of advice, give both the name and how to contact it (e.g., ACAS website or phone number).
    • 💡Clearly differentiate between 'organisation policies' and 'statutory rights' in your evidence.
    • 💡For career pathways, demonstrate that you have actively engaged with a manager or used organisational resources, not just mentioned a general possibility.
    • 💡For written assignments, use real workplace examples (with confidentiality respected) to ground your answers; this shows authentic application of policies and rights.
    • 💡Reference specific legislation by name (e.g., Employment Rights Act 1996, Equality Act 2010) when discussing statutory rights to demonstrate precise knowledge.
    • 💡When explaining information sources, cite exactly where you would go and why, showing critical evaluation—mention the HMRC website for tax queries, rather than a general search.
    • 💡In role plays or professional discussions, clearly state your job title and map how your duties fit into the organisation’s structure; this proves you know your role.
    • 💡To evidence career pathways, include a timeline or diagram showing the steps, necessary qualifications, and how you would access internal or external support.
    • 💡Always link your organisation’s code of practice to a concrete example of how it would guide your actions in a workplace dilemma; this avoids generic statements.
    • 💡When discussing employment rights, always reference specific legislation and give practical examples from your own workplace or sector to demonstrate application.
    • 💡Use real-life scenarios or case studies to illustrate how you would access information and advice, showing a logical process.
    • 💡Compare different sources of information, highlighting their reliability and when each is most appropriate to show critical evaluation.
    • 💡Map your career progression steps clearly, including timelines and required qualifications or training, to show proactive planning.
    • 💡When referencing legislation, always give the full title (e.g., Employment Rights Act 1996) and explain its relevance to the specific right or responsibility.
    • 💡Use workplace-based scenarios or case studies to illustrate how policies are applied in practice, as this demonstrates higher-order understanding.
    • 💡For the ‘own role’ criteria, be prepared to show how your daily tasks align with the organisation’s principles and codes of practice, using concrete examples.
    • 💡Create a mind map linking each learning outcome to key concepts, ensuring you cover all areas: rights, policies, advice sources, career pathways, and representative bodies.
    • 💡When describing your role, always connect it to the wider sector and organizational goals to show understanding of industry context.
    • 💡Mention specific representative bodies (e.g., trade unions) and how they can help you with workplace issues to demonstrate applied knowledge.
    • 💡When discussing rights and responsibilities, always link them to specific legislation or official guidance to demonstrate depth of understanding.
    • 💡Use real workplace examples (or simulated scenarios) to show how policies and codes of practice are applied in practice.
    • 💡Create a personal chart listing at least three sources of information/advice, noting what each offers, to aid recall during assessment.
    • 💡For career pathways, map out a simple progression route from your current role to a next step, noting how to find out about opportunities.
    • 💡Use clear, real-world examples to demonstrate understanding, such as citing specific employment laws like the Working Time Regulations or Equality Act
    • 💡When describing policies, always explain how they protect both employee and employer, showing the mutual benefit
    • 💡For IAG sources, provide a balanced mix of internal (HR, line manager) and external (trade unions, gov.uk) options to show breadth
    • 💡Practice mapping your daily tasks to broader organisational objectives to clearly articulate your role and its importance
    • 💡Stay current with sector news to correctly identify representative bodies and their functions
    • 💡Memorise key principles from your organisation’s code of practice and think of scenarios where they apply
    • 💡Use specific examples from your work placement or familiar organisation to make answers more concrete.
    • 💡When discussing policies, always reference the purpose (e.g., to ensure fairness, safety) rather than just listing them.
    • 💡For questions on sources of advice, categorise them as internal/external or formal/informal to show structured knowledge.
    • 💡Read the question carefully to decide whether it is asking about your own role or about general employment rights—tailor your answer accordingly.
    • 💡Relate theoretical knowledge to a real or simulated workplace context to show application.
    • 💡Use specific legislation names (e.g., The Employment Rights Act 1996) to strengthen answers on statutory rights.
    • 💡When discussing career pathways, mention methods such as staff handbooks, intranet, performance appraisals, and CPD.
    • 💡Prepare to name at least two representative bodies for your chosen sector and explain their remit.
    • 💡In scenario-based questions, quote directly from a code of practice to justify your recommended actions.
    • 💡For communication assessments, always structure your responses clearly: state your point, provide evidence or example, and summarise. This shows logical thinking and helps you stay on track.
    • 💡In numeracy tasks, show all your working out, even if you think it's simple. Examiners award marks for correct methods, not just final answers. Use units (e.g., £, cm) to avoid losing easy marks.
    • 💡When demonstrating digital literacy, ensure you save your work correctly and name files appropriately. This shows you understand file management, which is a key skill being assessed.

    Common Mistakes

    Common errors to avoid in your coursework

    • Confusing statutory rights (legally required) with discretionary benefits or company policies.
    • Failing to differentiate between the roles of line managers, HR departments, and external advisory bodies when seeking guidance.
    • Assuming that career progression is solely the employer's responsibility, rather than recognising personal initiative in seeking development opportunities.
    • Assuming that all workplace benefits, like tea breaks, are legal rights rather than perks.
    • Believing that employees have no responsibilities, only rights.
    • Confusing a 'representative body' (like a trade union) with a government agency.
    • Not realising that company policies are legally enforceable if they form part of the employment contract.
    • Thinking that finding career information is only the employer's job, not the employee's initiative.
    • Confusing statutory rights with optional employer benefits, such as assuming a bonus is a legal entitlement.
    • Overlooking employee responsibilities (e.g., not recognising the legal duty to cooperate on health and safety matters).
    • Inability to distinguish between formal policies (contractual) and informal workplace norms; e.g., treating the staff room rota as a legal obligation.
    • Relying on a single information source without comparing or verifying, leading to outdated or incorrect advice (e.g., using a non-official website for employment law).
    • Vagueness about own role boundaries: claiming responsibility for tasks beyond their job description or failing to identify a line manager.
    • Assuming career progression is solely linear, neglecting lateral moves or cross-sector opportunities.
    • Mixing up the roles of trade unions, professional bodies, and regulatory agencies; e.g., thinking a trade union sets industry standards.
    • Plagiarising or poorly adapting an organisation’s code of practice without showing personal understanding or application.
    • Confusing statutory rights with optional company benefits, leading to incorrect assumptions about entitlements.
    • Assuming that employment rights are the same for all workers, without recognizing differences for part-time, agency, or zero-hours contract staff.
    • Failing to follow internal grievance procedures before seeking external advice, potentially breaching policy.
    • Not keeping records of communications or incidents, weakening their position when asserting rights.
    • Confusing employee rights (entitlements) with responsibilities (obligations) when listing statutory provisions, leading to incomplete or inaccurate responses.
    • Failing to distinguish between legal requirements and organisational policies, incorrectly treating all workplace rules as statutory.
    • Overlooking the importance of sector-specific representative bodies by providing generic examples or neglecting to mention how they support employees.
    • Describing career pathways without linking them to available sources of information, advice, or organisational progression frameworks.
    • Confusing statutory rights with company-specific benefits, leading to misunderstandings about legal protections.
    • Assuming that all employment rights are automatically protected without proactive steps, such as checking contracts or seeking advice.
    • Confusing statutory rights with optional company benefits, leading to inaccurate descriptions of legal protections.
    • Assuming all sources of information and advice are equally reliable without evaluating credibility or relevance.
    • Failing to connect their individual role to the wider organisational goals and sector expectations.
    • Believing that career progression is solely the employer's responsibility, rather than actively seeking development opportunities.
    • Misidentifying representative bodies, for example, confusing a trade union with a regulatory authority.
    • Confusing statutory rights with optional workplace benefits (e.g., thinking a Christmas bonus is a legal right)
    • Assuming all workplace policies are legally mandated rather than employer-specific
    • Not recognising the difference between internal HR advice and external bodies like ACAS or Citizens Advice
    • Misunderstanding their role within the wider organisation or sector, e.g., focusing only on tasks not purpose
    • Being unaware of representative bodies or assuming they only exist in large companies
    • Failing to update themselves on current IAG sources or relying on outdated information
    • Confusing statutory rights with optional workplace benefits.
    • Assuming all policies are legally mandated rather than employer-specific.
    • Overlooking the role of line managers as a source of information and guidance.
    • Failing to connect individual job role to broader sector career pathways.
    • Confusing legal rights (e.g., statutory sick pay) with organisational benefits (e.g., enhanced sick pay).
    • Assuming all employment advice is impartial without recognising the advocate role of trade unions.
    • Describing own role without considering how it fits within the wider sector or team.
    • Failing to reference the specific code of practice document and instead giving general ethical statements.
    • Misconception: Numeracy in this course is just about doing sums. Correction: Numeracy involves applying maths to everyday contexts, like comparing prices or understanding timetables, not just arithmetic.
    • Misconception: Digital literacy means being good at gaming or social media. Correction: It focuses on using technology productively and safely for learning and work, including skills like file management and online research.
    • Misconception: Personal effectiveness is only about being organised. Correction: It also includes emotional regulation, adaptability, and the ability to reflect on one's own learning and progress.

    Frequently Asked Questions

    Common questions students ask about this topic

    Before You Start

    Prior knowledge that will help with this topic

    • •Basic literacy and numeracy skills equivalent to Entry Level 3 are recommended, as the course builds on these foundations.
    • •Familiarity with using a computer for simple tasks like typing and browsing the internet is helpful but not essential, as digital skills are taught within the course.
    • •A willingness to engage in group activities and self-reflection is important, as the course involves collaborative learning and personal development planning.

    Key Terminology

    Essential terms to know

    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Know about employer and employee statutory rights and responsibilities under Employment Law and other regulations, Know about the policies and procedures which recognise and protect the relationship between the employee and employer, Know about the sources of information, advice and guidance available to employees based on employment rights and responsibilities, Know about own role within the organisation and sector, Know how they are informed of career pathways that are open to an employee, Know about the representative bodies relevant to the sector, Know how to obtain sector specific information, advice and guidance, Know about own organisation’s principles and Codes of Practice
    • Employment law and statutory rights
    • Organisational policies and procedures
    • Information, advice and guidance sources
    • Role awareness and career pathways
    • Representative bodies and sector bodies
    • Codes of practice and professional principles
    • Employment law and statutory rights
    • Workplace policies and protections
    • Information, advice, and guidance (IAG) sources
    • Roles and career progression
    • Representative bodies and sector support
    • Organisational codes of practice
    • Employment rights and legal duties
    • Workplace policies and protections
    • Career guidance and representation
    • Organisational codes and ethics
    • Statutory Employment Rights and Responsibilities
    • Organisational Policies and Procedures
    • Career Pathways and Progression
    • Representative Bodies and Sector Guidance
    • Codes of Practice and Professional Conduct

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