|Factory Act 1819||Limited the hours worked by children to a maximum of 12 per day.|
|Factory Act 1833||Children under 9 banned from working in the textiles industry and 10-13 year olds limited to a 48 hour week.|
|Factory Act 1844||Maximum of 12 hours work per day for Women.|
|Factory Act 1847||Maximum of 10 hours work per day for Women and children.|
|Factory Act 1850||Increased hours worked by Women and children to 10 and a half hours a day, but not allowed to work before 6am or after 6pm.|
|1874||No worker allowed to work more than 56.5 hours per week.|
1833 Factory Act: In 1833 the Government passed a Factory Act to improve conditions for children working in factories. Young children were working very long hours in workplaces where conditions were often terrible. The basic act was as follows: No child workers under 9 years of age. Employers must have a medical or age certificate for child workers. Children between the ages of 9-13 to work no more than 9 hours a day. Children between 13-18 to work no more than 12 hours a day. Children are not to work at night. Two hours schooling each day for children. Four factory inspectors appointed to enforce the law throughout the whole of the country. However, the passing of this Act did not mean that overnight the mistreatment of children stopped.
The Factory and Workshop Act 1878 (41 & 42 Vict. c. 16) brought all the previous Acts together in one consolidation.
The Factory Act 1891 made the requirements for fencing machinery more stringent. Under the heading Conditions of Employment were two considerable additions to previous legislation: the first is the prohibition on employers to employ women within four weeks after confinement; the second the raising the minimum age at which a child can be set to work from ten to eleven.
SEC. 7. Employees shall have the right of self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in concerted activities, for the purpose of collective bargaining or other mutual aid or protection.
SEC. 8. It shall be an unfair labor practice for an employer-
(1) To interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7.
(2) To dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it: Provided, That... an employer shall not be prohibited from permitting employees to confer with him during working hours without loss of time or pay.
(3) By discrimination in regard to hire or tenure of employment or any term or condition of employment to encourage or discourage membership in any labor organization: Provided, That nothing in this Act or in any other statute of the United States, shall preclude an employer from making an agreement with a labor organization (not established, maintained, or assisted by any action defined in this Act as an unfair labor practice) to require as a condition of employment membership therein, if such labor organization is the representative of the employees in the appropriate collec tive bargaining unit covered by such agreement when made.
(4) To discharge or otherwise discriminate against an employee because he has filed charges or given testimony under this Act.
To refuse to bargain collectively with the
representatives of his