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.
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.
