MSB025-6 International Employment Law Assignment 1 Brief 2026 | UOB
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| University | University of Bedfordshire (UOB) |
| Subject | MSB025-6 International Employment Law |
MSB025-6 Assignment Brief
| Assessment deadline | Marks and feedback |
| To be submitted Before 10 a.m. on: | 20 working days after deadline (L3,4, 5,6 and 7) |
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15 working days after deadline (block delivery) |
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13/02/2026
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06/03/2026
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| Please note, for Exams the date is arranged centrally aligned to the academic calendar. Exams timetables will be released 6 weeks before the exam period. | |
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Key assignment details |
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| Unit title & code | INTERNATIONAL EMPLOYMENT LAW (MSB025-6) |
| Assignment number & title | Assignment 1: Employment Law |
| Assignment type (including exams) | Group Presentation (PR-Oral Presentation) + Career Task |
| Weighting of assignment | 30% (20% + 10 %) |
| Size or length of assessment or exam duration | 10 minutes + 5 minutes Q & A |
| Use of generative AI | permitted for basic use and must be acknowledged |
| Use of self-plagiarism | not permitted |
| Understanding the assignment brief | |
| Assignment brief to be discussed during an in-class session with students within the first 2 weeks of the unit. |
Click or tap to enter a date. Date this discussion is to take place |
| Uploaded screen/podcast explaining the assessment, the rubric and marking criteria. | Enter link on the BREO shell |
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What am I required to do in this assignment?
This assignment consists of two elements. Together, they assess your understanding of UK and international employment law and your ability to apply this knowledge to real organisational and career contexts.
Element 1 (20%) – Presentation: Group Boardroom Role-Play Simulation
Element 1 is a group assessment based on a boardroom role-play simulation.
You will work in groups to role-play a boardroom discussion within an organisation that operates anywhere in the world, provided it has a branch, subsidiary, or operational presence in the UK. This ensures that both UK employment law and international employment law are relevant to your analysis.
In this simulation, your group will assume the roles of board members or senior decision-makers in an organisation that has embarked on globalisation or greenfield activities. The purpose of the boardroom discussion is to identify, analyse, and respond to key issues, challenges, and risks arising from contracts of employment, within the framework of UK and international employment law.
The five questions listed below must be kept in mind throughout the presentation and used to inform the structure and content of your boardroom discussion. You are not required to answer each question separately; instead, your presentation should address all five questions collectively and coherently as part of a single, integrated boardroom presentation.
Each group is required to:
Prepare and deliver a 10-minute PowerPoint presentation
Participate in a formal boardroom role-play
Demonstrate understanding of all five questions within the overall discussion
All group members are expected to actively participate in the boardroom role-play.
Boardroom Questions (to inform your presentation):
Why is the contract of employment so important in the employment relationship and give details of the various parties that must be involved in the employment contract?
Supposing there is a breach of any of the contract term(s), what can the aggrieved party do to remedy the breach within the parameter of the law?
Explain briefly with examples the meaning of implied terms and express terms of contract of employment.
Provide details of the institution that deals with employment disputes and provide outline of the institution’s hierarchies.
Can any of the parties in the contract of employment unilaterally vary the contract term(s)? If so, provide brief explanation and if not, equally provide brief explanation using relevant legal references to support your answer.
Element 2 (10%) – Career Task: “Your Job” (Individual Task)
This is an individual assessment focused on your career development and employability.
You are required to:
- Search for job advertisements related to your career aspirations
- Select one (1) job you would realistically like to apply for
- Take a screenshot of the job advertisement and include it in the Appendix
- Where possible, connect or consult with individuals working in the relevant specialised field (this is encouraged but not mandatory)
You must then write a 500-word reflective piece analysing the skills, knowledge, and personal characteristics required to be eligible for your chosen role, and how these align with your own career aspirations.
What do I need to do to pass? How do I achieve a good grade?
Element 1 (Group Presentation)
To pass, your group must:
- Demonstrate understanding of all five questions
- Apply UK employment law and relevant international employment law considerations
- Use a real organisation with UK operations as context
- Deliver a coherent, professional boardroom-style role-play
- Support discussion with appropriate legal and academic reference
To achieve a good grade, your group should:
- Integrate the five questions naturally and critically into the boardroom discussion
- Demonstrate strong legal reasoning and board-level judgement
- Clearly explain the practical implications for an internationally operating organisation
- Show awareness of risk, compliance, and governance
- Maintain a confident and professional boardroom presence
- Demonstrate effective group coordination and clarity of argument
Element 2 (Individual Task)
To pass, you must:
- Select a relevant and realistic job advertisement
- Include the required evidence (job advert screenshot)
- Produce a 500-word reflective discussion
- Identify key skills and characteristics required for the role
- Demonstrate basic reflective ability and career awareness
To achieve a good grade, you should:
- Select a well-matched job aligned to your career ambitions
- Demonstrate critical self-reflection, not just description
- Clearly identify skills gaps and realistic development strategies
- Link job requirements to your learning from the unit
- Write in a clear, professional, and reflective academic style
How will my assignment be marked?
Your assignment will be marked according to the threshold expectations (see the Unit Information Form uploaded on BREO) and the specific marking criteria below (marking rubric). Please read carefully as they will help you prepare and evaluate your own work before you submit. They will also help you understand the grade and feedback received once marked.
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70%+ (Distinction) |
60-69% (Commendation) |
50-59% (Pass) |
40-49% (Pass) Threshold Standard |
30-39% (Fail) | 0-29% (Fail) |
| 1. Knowledge and Understanding of UK & International Employment Law (25%) | Accurately explains all core legal concepts relevant to the task (including contracts of employment, parties to the contract, express and implied terms, remedies for breach, dispute resolution, and contractual variation). Integrates both UK law and international employment law considerations correctly, with reference to relevant legislation and case law. Demonstrates awareness of current legal developments or complexities. | Explains most core legal concepts accurately, with correct use of UK law and some international employment law considerations. Legal references are mostly appropriate, though coverage or depth may be uneven. | Explains key legal concepts accurately, but coverage is limited in scope, depth, or international dimension. Some legal explanations may be simplified or partially developed. | Identifies basic legal concepts, but explanations are brief, descriptive, or incomplete. Limited reference to legislation or international context. | Shows partial or inaccurate understanding of employment law concepts, with confusion or omission of key principles. | Demonstrates little or no accurate understanding of employment law; key concepts are missing or incorrect. |
| 2. Application to Organisational and Legal Contexts (20%) | Applies employment law directly and consistently to a clearly defined organisation with UK operations. Explains how legal principles create specific risks, obligations, or decision points for the organisation in an international context. | Applies employment law to the organisation appropriately, with clear but not fully developed explanation of organisational implications. | Applies legal principles to practice in a general or illustrative way, with limited organisational specificity. | Shows basic application, often relying on generic examples with weak organisational linkage. | Shows minimal or unclear application of law to organisational context. |
No meaningful application to practice.
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| 3. Critical Evaluation and Professional Judgement (20%) | Evaluates legal issues by comparing options, considering consequences, and justifying decisions using legal reasoning. Demonstrates independent judgement appropriate to board-level or senior professional contexts. | Demonstrates evaluation beyond description, with some comparison or justification, though analysis may not be fully integrated. | Shows limited evaluation, often moving between description and analysis without sustained judgement. | Primarily descriptive, with minimal evaluation or justification | Shows little analytical engagement or unsupported opinion. | No evidence of evaluation or judgement. |
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4. Communication, Structure, and Boardroom Professionalism (10%)
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Information is logically structured, clearly signposted, and communicated using appropriate professional and boardroom-level language. Visuals and/or written work are clear, accurate, and properly referenced. Group delivery is coordinated and professional. | Structure and communication are clear and professional, with minor lapses in organisation, timing, or clarity. | Communication is generally understandable, but structure, flow, or professional tone may be inconsistent. | Communication lacks clarity or coherence in places and does not consistently meet professional standards. | Communication is poorly structured and difficult to follow. | Communication is unclear, incoherent, or inappropriate for assessment. |
| 5. Career Awareness, Employability Skills, Reflection, and Professional Writing (25%) | Identifies a clearly relevant and appropriate job role aligned with career aspirations and accurately analyses specific skills, attributes, and competencies required for the role. Demonstrates critical reflection on personal strengths and clearly identified skills gaps, proposing realistic, specific, and actionable development plans. Writing is well-structured, reflective, and professionally presented, and integrates at least two (2) appropriate academic and/or CIPD sources to support reflection and employability analysis. | Identifies a relevant job role and analyses key skills and attributes required. Reflection demonstrates clear self-awareness, with identified strengths and development needs, though proposed actions may be less specific or less fully justified. Writing is clear and professionally presented, with at least one to two (1–2) academic and/or CIPD sources used appropriately. | Identifies a generally relevant job role and describes key skills and attributes required. Reflection shows some awareness of personal strengths and skills gaps, but analysis is largely descriptive and development actions are general rather than specific. Writing is understandable and appropriately structured. Uses at least one (1) academic or professional (e.g. CIPD) source, though integration may be limited. | Identifies a job role, but relevance or alignment with career aspirations is weak or unclear. Reflection is basic, with limited identification of strengths or skills gaps, and vague or minimal development actions. Writing lacks consistency in structure or professional tone. Limited or weak use of sources, with no more than one (1) academic or professional reference. | Job role is poorly chosen, unclear, or not justified. Reflection shows little self-awareness, with minimal or inaccurate identification of skills or development needs. Development actions are absent, unrealistic, or irrelevant. Writing is poorly structured and lacks professional tone. Little or no appropriate academic or professional referencing. | No clear job role identified. No meaningful reflection on skills, attributes, or development needs. Writing is unclear, incomplete, or inappropriate, with no academic or professional sources used |
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