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Pay Rates at a glance - April 2024 - March 2025
Each April sees the increase to the National Living and Minimum Wage rates, and other statutory rates of pay
The tables below show the current rates applicable for the above, and the revised rates which will apply from April 2024.
If you have any queries regarding these matters, please feel free to contact our Workplace Information Service on 03300 555 300
Personal grievances
Grievances are concerns, problems or complaints that employees may raise with their employers.
Giving and Accepting Notice
If the employer or employee wishes to end the employment relationship they must give each other notice.
Payslips
Employers are legally obliged to provide employees with an itemised pay statement. These are usually called payslips or wage slips.
Collective bargaining
This is one method that employers use to work with trade unions or works councils to negotiate matters such as terms and conditions of employment for certain groups or all their employees.
Bullying and harassment
Everyone should be treated with dignity and respect at work. Bullying or harassment of any kind should not be tolerated.
Statutory Adoption Pay
One of the qualifying conditions for receipt of SAP is to have average weekly earnings (before tax) of £123 or more (April 2024).
Restraint of Trade
Restraint of trade, also known as ‘restrictive covenants’ help organisations to protect themselves against competitors getting access to their confidential or commercially sensitive information.
No.102 The Industrial Tribunals (Interest on awards in Sex and Disability Discrimination cases) (Amendment) Regulations (Northern Ireland) 2007
These Regulations amend the 1996 Regulations of the same name by clarifying that awards calculated in Sex or Disability discrimination cases on which interest is calculated does not include an award in respect of costs, allowances or preparation time.
Public Interest Disclosure (Northern Ireland) Order 1998
The Public Interest Disclosure (Northern Ireland) Order 1998 provides protection for an individual who makes a qualifying disclosure (also referred to as whistle blowing) in good faith to their employer or other third party against dismissal or detriment for making the disclosure.