Training Package
5OS01 Assignment Guide June 2026
🎬 Contains VideosGuidance for the June 2026 5OS01 assignment, helping learners interpret assessment questions, apply UK employment law to workplace scenarios and develop clear, evidence-based responses.
£5.00 per learner
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5OS01 Assignment Guide June 2026 is only available to approved organisations. Please contact Micro Learn Online for access.
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The 5OS01 Assignment Guide June 2026 supports learners preparing the ten-question employment law assignment. It focuses on understanding what each question requires, interpreting assessment command verbs and applying legal principles to practical workplace situations. The scenarios centre on a UK retail and e-commerce employer, with questions involving recruitment, pay, contractual changes, restructuring and employee rights.
The guide begins with the assignment requirements and recommended learning resources. Each answer should be approximately 390 words, with around 3,900 words across Questions 1–10 and an acceptable total range of 3,510–4,290 words. Learners are directed to include references within their answers and a full reference list or bibliography. The resources section identifies employment law and HR texts and encourages wider academic reading, supporting the brief’s expectation of clear, accurate advice informed by reliable sources and case law.
The question-by-question guidance distinguishes between evaluating, examining, explaining and discussing. Early questions consider the aims of employment regulation, the roles of tribunals and courts, discrimination risks in automated recruitment screening, and equal pay implications of a proposed retention payment. The guide then addresses changes to contractual sick pay, dismissal and re-engagement, redundancy where overall headcount does not fall, and the potential application of TUPE when an outsourced training service returns in-house.
The final questions cover annual leave, holiday pay, working time and rest breaks for variable-hours staff; maternity, paternity and shared parental leave; and a flexible working request linked to caring responsibilities. Throughout, the emphasis is on connecting legal knowledge to the particular scenario rather than listing rules in isolation. This makes the package useful as targeted assignment support for learners who need to organise concise, balanced responses for non-specialist managers and employees. It includes video content and is delivered through the organisation’s own LMS.
Who it’s for
Suited to learners preparing the June 2026 5OS01 assignment, particularly those who need support interpreting assessment requirements and applying employment law to people management scenarios.
What’s covered
Overview
Introduces the ten-question assignment, expected answer length and overall word count limits. Sets out expectations for practical, accurate responses supported by reliable reading, case law and references.
Learning Resources
Provides recommended employment law and HR reading, including texts listed by CIPD. Encourages learners to find additional academic sources to support their answers.
Question 1: Aims and objectives of employment regulation
Explains how to evaluate whether UK employment regulation is fit for purpose in a competitive retail environment. Guides learners towards a balanced judgement about its benefits and constraints for both the organisation and its staff.
Question 2: Tribunals and courts
Examines the roles of employment tribunals and ordinary civil courts in enforcing employment law. Focuses on distinguishing the systems, explaining how an unfair dismissal claim is processed and addressing misconceptions in the scenario.
Question 3: Discrimination in recruitment and selection
Guides learners through applying discrimination principles to an automated screening tool that disproportionately excludes older applicants and people with employment gaps. Covers protected characteristics, forms of discrimination and the practical implications for recruitment decisions.
Question 4: Equal pay
Explores the legal requirements of equal pay through a proposed retention payment for a predominantly male warehouse team but not predominantly female store staff. Emphasises recognised categories of equal work, potential claims and possible grounds for defending the payment.
Question 5: Changing contractual terms
Addresses proposed changes to contractual sick pay for existing and new employees, including situations where staff refuse agreement. Guides a balanced discussion of contract variation and the legal risks surrounding dismissal and re-engagement.
Question 6: Redundancy
Explains why reductions in warehouse roles may constitute redundancy even when the business grows and overall headcount remains unchanged. Covers genuine redundancy situations, consultation, fair selection, suitable alternative employment and unfair dismissal risks.
Question 7: Transfers of undertakings
Considers whether TUPE may apply when an externally contracted training centre service is brought back in-house. Focuses on explaining the potential transfer and resulting legal duties in practical language for managers.
Question 8: Annual leave and working time
Addresses annual leave, holiday pay, working time and rest breaks for staff without fixed hours. Guides learners to explain statutory rights clearly and apply them to variable-shift retail employees.
Question 9: Maternity, paternity and shared parental leave
Explains how to address eligibility, notice requirements and the operation of shared parental leave. Applies these principles to two expectant parents working for the same employer.
Question 10: Flexible working requests
Applies flexible working rights to an administrator requesting a move from five working days to four for caring reasons. Distinguishes the right to request from an automatic entitlement and focuses on explaining the employer’s obligations alongside workload and service concerns.
Learning outcomes
By completing this package, learners can:
- Interpret the ten assignment questions and distinguish the requirements of evaluate, examine, explain and discuss.
- Plan concise, referenced answers that meet the assignment’s stated word count requirements.
- Evaluate the aims of employment regulation and examine the roles of tribunals and courts in enforcing employment law.
- Apply discrimination and equal pay principles to recruitment and reward scenarios.
- Discuss the legal implications of contractual changes, including dismissal and re-engagement.
- Explain redundancy requirements and the potential application of TUPE to an insourcing scenario.
- Explain annual leave, holiday pay, working time and family-related leave rights in the specified workplace scenarios.
- Explain flexible working request rights and employer obligations in practical language for a manager.
What’s included
A deployable SCORM package with practical learning content, ready for your LMS.
How it works
Add access, upload the package to your LMS, and pay per learner who uses it.
Frequently asked questions
Which assignment does this guide support?
It supports the 5OS01 assignment brief released in June 2026, covering Questions 1–10. The focus is on interpreting the questions and applying employment law to the scenarios in that brief.
What employment law subjects are covered?
The guide covers employment regulation, tribunals and courts, discrimination, equal pay, contract changes, redundancy and TUPE. It also addresses annual leave, holiday pay, working time, maternity, paternity, shared parental leave and flexible working requests.
Does the guide help with assessment command verbs?
Yes. It explains what evaluate, examine, explain and discuss require in the relevant questions, including when learners need to make a balanced judgement, examine a process or apply legal principles to a scenario.
What are the assignment’s word count and referencing requirements?
Each response should be approximately 390 words, with Questions 1–10 totalling around 3,900 words. The acceptable total range is 3,510–4,290 words; answers should include references, with full details in a reference list or bibliography.
How is the package delivered, and does it include video?
The e-learning package is uploaded to your organisation’s own LMS, where learners access it. It includes video content and is licensed per learner.
Do learners still need to carry out wider reading?
Yes. The assignment expects responses informed by reliable sources and case law, and the guide provides recommended reading while encouraging learners to find additional academic sources.
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