Consequences Of Underage Employment

There are a few law acts and system that has been set up in order to protect the employee’s rights. The authorities has also been regularly discussing and making certain changes to the law acts and system upgrades in order to ensure the employee’s get the best and suitable protections at workplace.
However, there are always complains from either parties-the employee or employers on the issue of workplace injury compensations. Employees are also find to be unsatisfied with the currently existing law acts and system of protection. Some says that the protection given are too little, while some arguing on some of their rights are being neglected. There are also cases where the employees are unsatisfied and saying that the protection is not comprehensive
According to the law, underage employment is strongly prohibited in our country but yet there’s still a lot of employers ignoring it and take underage child to work. The allowed age of working is 16 years old and above under Children and Young Persons Act. This issue has to be looked in seriously for the pros and consequences. It is risky if you were to hire an underage worker. The reason being, if an underage employee is hired and it is proven that they are injured at the workplace, the employers are supposed to be taking the responsibility and to come up with a suitable amount of compensation
Most of the employers when faced with such situation, will choose to avoid the responsibility and shift the blame to the employee itself for not being careful enough during work. But what if the parents wants to get to the heart of the matter and decide to pursuit the case to the civil court? Now, who should take the blame? Is it the employee himself or the employer for hiring him or the parents for not being careful enough for allowing their child to work underage? If this is included in the law act, it can reduce a lot of conflicts between the employees and employers.

Besides, the law act should also include the protection to the disability at workplace. The Disability Discrimination Act (DDA) 1995 aims to end the discrimination that faces many people with disabilities. As the Government continually encourages and provide lots of work opportunities to the disabilities, the disabilities has now slowly involve themselves in the workplace. Yet, there are a few protections that should be included in the law act to protect their rights and to satisfy all parties.
For instance, Government should allocate funds in order for the Human Resource Department to built-in facilities that are suitable for use by the disabilities. The work potential of disabilities at workplace should not be neglect as though they have flaw physically, they are still able to work like how normal people do. They should be given the chance to contribute