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 office of the Labour Government 1974-79, which resulted in the enactment of a statutory floor 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.
