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Warnings and other disciplinary action
Warnings in the workplace should be part of a disciplinary process and they should be designed to allow employees to change a particular behaviour within a given timeframe. They should be given as quickly as possible after the behaviour occurs. Any sanctions should be proportionate to the alleged offence.
Statutory Maternity Pay (SMP)
Women expecting a baby who satisfy the qualifying conditions are entitled to a maximum of 39 weeks SMP.
Annual Review of Employment Law 2020
We have published the narrative and video links (part 1 and part 2) of our Annual Review of Employment Law 2020, which has been delivered through a number of partnership events by our Director of Employment Relations Services, Mark McAllister.
EARLY CONCILIATION COMING TO NI 27 JANUARY 2020
Following a change in employment law, the Labour Relations Agency will provide a new service to employees, employers, and their representatives.
Annual Review of Employment Law - 2020
This page provides the narrative and video links (to part 1 and part 2) of our Annual Review of Employment Law 2020, which has been delivered through a number of partnership events, by our Director of Employment Relations Services, Mark McAllister.
What we do
The Labour Relations Agency provides free, impartial and confidential services to employers, employer bodies, employees and workers in Northern Ireland, as well as Trade Unions, HR and legal professionals.
Holidays and final pay
Employers must pay their employees for statutory holidays (contractual holidays may differ) that have been built up but not taken at the time they leave their employment.
Index Of Employment Related Statutes For Northern Ireland
An Index of Employment Related Statutes for Northern Ireland categorised by year.
Working Time Regulations
In addition to the rights outlined around qualifying periods, a number of other rights and responsibilities exist. These relate to rest breaks, the number of hours a worker can be required to work and paid leave.
Advertising the job
An employer has an obligation to ensure that recruitment advertising is carried out in a non-discriminatory manner.