Micro Master’s Degree in Managing Employment Relations and Employment Law

1. Understand key concepts in employment law in a country.

1.1 Examine aims and objectives of employment legislation.

1.2 Analyse the impact of regulatory and legal requirements on human resource policies in an organisation.

1.3 Analyse the impact of ethical requirements on human resource policies in an organisation.

1.4 Explain the purpose of human resource policy.

2. Understand recruitment and selection legislation in a country.   

2.1 Evaluate the principles of discrimination legislation in relation to recruitment and legislation.

2.2 Critically evaluate the role of contracts in employment law.

2.3 Analyse the mechanisms for establishing contracts of employment.

3. Understand aspects of employment protection given to different types of workforce. 

3.1 Analyse the legislative and procedural protection that exists for workers.  

3.2 Examine the legal consequences of unfair treatment of an employee for the employer.  

3.3 Apply law relating to the nature of protection for workers to a given situation.

4. Analysing organisational level employment relations processes, functions and procedures.

4.1 Critically analyse the roles and functions of the different stakeholders in managing the employment relationship.

4.2 Assess the impacts of external contexts and organisational-level employment relations processes on organisational performance.

4.3 Evaluate the significance and impact of the integration of employment relations processes on organisational policy, practice, and organisational outcomes.

• The core principles that underpin employment law as it applies in the country, including common law, their purpose, origin and practical implications.
• Legislature in own country: Domestic/regional/international; treaties, regulations, directives.
• Rights and responsibilities of employment;  payment related regulatory and legal rights; data  protection, conditions and contract terms: e.g.  Data Protection Act 1998, National Minimum  Wage Act 1998, Equal Pay Act1970
• Employment Relations Act 2004, Employment Rights Act 1996, Employment Act 2008,
• Policy purposes; selection and recruitment; diversity and equality; development and training; expenses and benefits; discipline; performance improvement; rewards; pay.
• Relating to own country;  
  • Equality and diversity,
  • Fairness and transparency;
  • Types of discrimination: direct,
  • Indirect, by association, perception,
  • Victimisation,
  • Harassment,
  • Characteristics;
  • Mechanisms for establishing contracts; or expressed and implied terms  
• Laws and regulations related to health and safety; discipline; information confidentiality; working time; paternity or maternity leave;  harassment or bullying; management of change;  grievance and dismissal; intellectual property: copyrights, patents; protected disclosure/whistle-blowing; alcohol, drugs or smoking; legislation of employment; Work and Families Act 2006, Sex Discrimination Act 1995/1997, Race Relations  Act 1992, Race Relations Amendment Act 2000, Disability Discrimination Acts 1995 and 2005;  and legislation in own country.
• The Law of contract and basic principles of  Contract.
• Types of contracts: atypical contracts; and definition of employee.
• Relating to own country:
  • Arbitration; trade unions; tribunal systems
  • Employment Protection Legislation Index  (OECD); reasons for dismissal, organisational formal policy and procedures within the statute; situations where dismissal is likely to be unfair; whistle-blowing; constructive dismissal; redundancy payment notice period; consultation with employer; options for other employment; and time off to find a  new job.
• Theories of employment relations roles of the different stakeholders in  managing the employment relationship
• The impact of local, national and global contexts shaping employment relations climates.
• The organisational-level employment relations policies, processes and procedures that support organisational performance such as in: employee engagement; diversity management; employee communication,  and bargaining; conflict resolution; and change management and management control etc.
• The integration of employment relations processes and their impacts on policy, practice and organisational outcomes.

• Aylott, E. (2018). Employment Law: A Practical Introduction. CIPD with Kogan Page Ltd. 2 edition ISBN 0749483237 
• Aylott, E. (2018). Employee relations: a practical introduction. CIPD with Kogan Page Ltd. 2 edition ISBN 0749483210
• Holland, A. and Burnett, S. (2012). Employment Law. Oxford: Oxford University Press.
• Lewis, D., Sargeant, M., Schwab, B., and Lewis, D. (2011). Employment Law: The Essentials. London: Chartered Institute of Personnel and  Development.
• Wallington, P. (2012). Butterworths Employment Law Handbook. United Kingdom: Butterworths.

Entry requirements

To enroll in the Micro Master program, the learner must possess:

• Graduated with a Bachelor’s degree from an accredited university or achieved a Level 6 Diploma according to the European Qualifications
• For a degree from non-global accredited universities; The learner should have followed the Accreditation of Prior Experimental Learning for Qualification (APELQ) policy of Université Libérale de Paris (Paris-U). 
• Learners must be over 21 years old.

Université Libérale de Paris reserves the highest decision-making power for admission whether to accept or not accept after a specific review of each candidate’s profile to ensure that they can comprehend and gain benefits when participating. For the fake university or diploma mills, SIMI shall not be accepted.

English requirements

If a learner is not from a predominantly English-speaking country, proof of English language proficiency must be provided.

• Common European Framework of Reference (CEFR) level B2 or equivalent
• Or A minimum TOEFL score of 101 or IELTS 6.5; Reading and Writing must be at 6.5 or equivalent

Students can convert all credits and the full tuition fee when participating in the Paris-U academic programs if they want to study for an academic degree.

Credits transfer:

Learners can accumulate 20 credits from the Micro Master program when participating in the Master of Arts in Human Resource Management (MAHRM) of Paris-U. Please see the credit transfer policy HERE

Tuition fee transfer:

When participating in the MAHRM program, students who have graduated the Micro Master program will receive a discount equivalent with short courses tuition fee each certified. Please see the tuition fee transfer HERE

[APEL.Q] – Accreditation of Prior Experiential Learning (APEL) for Award of Academic Qualifications (Q) is the award of academic qualifications to individual learners through the evaluation and assessment of prior experiential learning towards fully accredited programmes offered by Paris-U. A degree with [APEL.Q] pathway is granted on the basis of the knowledge, skills, and competencies acquired through formal, informal, or non-formal learning.

As a crucial component of Liberal Education, Paris-U is the first university in the world to fully implement the APEL.Q approach to acknowledge past experience and knowledge. Assist students in becoming rapidly recognized and entering the labor market.

Short Courses Certified programs are completely approved and recognized, according to the same rigorous standards as academic degree programs. Learners might include this qualification in their portfolios when submitting for the APEL.Q examination.

Please note that, the APEL.Q process will lead to only MAHRM degree of Paris-U, not dual degree. For more information, read more HERE

Université Libérale de Paris (Paris-U) Certified program is not-for-profit, so the tuition fees are fully supported by Paris-U its partners. Université Libérale de Paris reserves the right not to accept more students if the number exceeds the quotas.

Apply Policy:

• To participate in Paris-U’s Short courses program, students need to meet the entry criteria corresponding to each level. Please see the “Entry” tab for more details.
• Paris-U will not accept applicants if their entry qualifications are from diploma mill universities or schools/universities that are not accredited.
• For Level 7 short courses programs, if an entry bachelor is unavailable, students must demonstrate a minimum of 5 years of work experience in the relevant field. Please note that a bachelor’s degree is required for the Master’s program of Paris-U so that you could take the Micro Master program but could not move to the Master’s program of Paris-U.
• English is not a mandatory entry requirement for short course programs, but candidates need to ensure that English is used in reading documents, listening to lectures, and doing assignments. Candidates should note that English is a mandatory requirement when switching to an academic program at Paris-U.

Apply Process:

1.  Choose the program that suits your requirements. Note that applicants without a university degree will not be able to participate in the program at Level 7, and applicants without a Master’s degree will not be able to participate in the program at Level 8.
2. Email your application to support@paris-u.fr with all the required documents. You could download the application form here.
3. Our admission department will contact you and guide you through further processes if the registration documents need to be supplemented.
4. Université Libérale de Paris will issue the Letter of Acceptant (LOA). You will proceed to the next steps according to the instructions and pay tuition fee.
5. Université Libérale de Paris will issue a student confirmation letter, login account to the e-learning system and related documents.
6. You have become an official Paris-U student and enjoy your study journey.

The Short Courses Certified program is a fully online program. You can study anytime, anywhere. The final exam will be uploaded to the system and marked by the academic panel of Paris-U. Students must submit assignments on time. Otherwise, the student is considered not to continue the program.