ABSTRACT
Prior to the 1970s, the traditional approach in the UK to industrial relations and employment law was non-interventionist. A change to this legal abstentionism came about during the offi ce of the Labour Government 1974-79, which resulted in the enactment of a statutory fl oor of employment rights as part of the ‘Social Contract’, for example, the Employment Protection (Consolidation) Act 1978, the Sex Discrimination Act 1975, the Race Relations Act 1976 and the Health and Safety at Work etc Act 1974.
