Employment is often a business relationship between two people, either based on an employment contract where the employer pays for work done, whether one is self-employed or not, or where one is an employee, for compensation, profit, service or co-operation. Many companies and firms use employment law and regulations as a form of contract to protect them and their people from being unfairly treated. An employer should always try to get as much information as possible about the working conditions of any job they are recruiting for and if possible interview candidates, in order to find out about the working environment and if possible to make suggestions for improving working conditions. If a potential candidate refuses to disclose these things, it might be worth looking at another applicant.

There are three basic types of employment which are known as employment on a contract basis (which means an employee has a legal obligation to work under a contract), an employment on an ad-hoc, or voluntary basis, and employment on an agreement basis. All three have different standards and different rules regarding employment law. Here are some basic definitions of each.

Ad-hoc or voluntary agreement employment refers to any employment relationship in which the employees are not tied down to an employment contract. These types of relationships are usually described as being 'business-to-business' and usually include contractual relationships with a single firm for example a business that provides the building and maintenance services for a building. The main difference with ad-hoc and contractual relationships is that the employee has no legal obligation to the company that supplies the building, maintenance or support services.

Contractual employment on an ad-hoc basis refers to a relationship where both parties have a legal obligation to the company that supplies them with building services and maintenance. Some examples of this type of employment relationship may be that of a building maintenance company providing building services for a property owner who employs an employee for the purpose of maintenance and cleaning of buildings. Other examples of such a relationship may be that of an ad-hoc employer and employee relationship in which an employer hires an employee to undertake work at a particular site, perhaps outside the scope of his business but which would involve the use of company vehicles. such as loading and unloading goods from a lorry on to the customer's door.

Ad-hoc agreements are the most common types of employment on an ad-hoc basis. However, it is important to remember that just because an employee is not bound by a contract does not mean that the company has the same obligations to him as the employee would have had the employee been bound by a contract. There may be restrictions as to the hours the employee can work, the nature of work they can carry out any other terms and conditions of employment such as the ability to enter into personal contracts, and so on.

There are several circumstances where it may be difficult to prove an employee had the right time and resources to perform his work. If the employee's working conditions or working hours are unacceptable to him or her, he or she may not be able to show that there was a 'right time' to perform the work required of them. This can be difficult to establish and if there are other factors such as illness or disability affecting the employer's ability to do his or her job, then the employee may not be able to prove that he or she was unable to perform the required tasks at the correct times.

In some cases it can be difficult to prove that employees are being discriminated against on the basis of their age, gender, race or sexual orientation. Although the legislation relating to employment law is often gender, race based, there are cases where employees may have been discriminated against on grounds of sexual orientation. The Employment Tribunal for England and Wales (EQAW) is charged with the responsibility of looking into these cases where discrimination of this article sort has been reported.

There are many other factors which can affect the likelihood that an employee will receive a claim against an employer. They include whether an employee has received notice of dismissal, the employer's failure to pay any fees that should have been paid to the employee under the Act, and whether the employer has failed to provide adequate information which may lead to the employee's reasonable belief that he or she has been discriminated against.