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Retirement
Older workers can choose when they retire and can take any occupational pension they’re entitled to. Usually the employer cannot force an employee to retire.
Sick leave
From one time to another, employing organisations will experience absence by their staff due to illness. Illness absences are usually unplanned. This makes planning and covering work difficult for employers given the short notice of illness occurrences.
No 49 The Working Time Regulations (Northern Ireland) 2016
These Regulations consolidate and replace the provisions of the Working Time Regulations (Northern Ireland) 1998 (the ‘1998 Regulations’) and the ten Statutory Rules which amended it from 1998 to 2009.
The National Minimum Wage (Amendment) Regulations 2021
These Regulations are the annual amendments to the National Minimum Wage legislation which has existed since 1999 and they come into effect on 1/4/20. The National Minimum Wage (Amendment) (No. 2) Regulations 2021
LRA ‘Breaks the Silence’ on Domestic Abuse
New guidance for employers on supporting staff affected by domestic violence & abuse.
Upcoming Events in the North West
The Labour Relations Agency, in conjunction with the Ulster University Law Society - Magee, present the following events in March and April in the North West.
The Statutory Parental Bereavement Pay (General) Regulations (Northern Ireland) 2022
General legislation for the provision of parental bereavement pay in Northern Ireland
EARLY CONCILIATION COMES TO NORTHERN IRELAND 27 JANUARY 2020
Following a change in employment law, the Labour Relations Agency will provide a new service to employees, employers, and their representatives.
The Working Time (Amendment) Regulations (Northern Ireland) 2023
These Regulations make provision relating to employment under the Retained EU Law (Revocation and Reform) Act 2023 (c. 28) (“2023 Act”) by way of amendments to the Working Time Regulations (Northern Ireland) 2016 (S.R. 2016 No. 49) (“2016 Regulations”).
Pay in Lieu of Notice (PILON)
A payment in lieu of notice is made in circumstances where an employee is not required to work their notice period but is paid a sum of money instead.