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Selecting and appointing
The final stage in the recruitment and selection process is the most important — choosing the best person for the job.
Details a written statement must contain
Employers are required to provide employees with a written statement of particulars of employment within two months of the commencement of employment.
Disputes and Their Management in the Workplace – A Survey of Employers in Northern Ireland
This report sets out the findings of research into the resolution of workplace disputes in Northern Ireland.
Independent appeals
The Agency also facilitates a range of independent appeals (mainly grievance, bullying / harassment and discipline), for example where the final stage of an organisation’s procedure offers the option of 'an independent appeal of the decision via the Labour Relations Agency'.
Deductions from pay - employers
This section covers deduction from pay.
Labour Relations Agency Corporate Plan 2017-2021
This Corporate Plan covers the four-year period from April 2017 to March 2021. It sets out how the Agency intends to contribute to the effectiveness of the Northern Ireland labour market through the delivery of high quality employment relations services.
Suspension
An employer may decide to suspend an employee temporarily from work if they are involved in a disciplinary situation, or for maternity or medical reasons. Usually an employee who is suspended is entitled to their normal pay during their suspension.
Sharp rise in redundancy enquiries to the Labour Relations Agency
Our Workplace Information Service have observed a notable surge in enquiries from both employees and employers regarding redundancy.
Whistleblowing
The Public Interest Disclosure (Northern Ireland) Order 1998 protects those who report serious wrongdoing in the workplace from dismissal or detrimental treatment as a result of their whistleblowing.
Qualifying periods
Most people are entitled to the rights outlined below. However, in many cases, qualifying conditions must be fulfilled before a right may be claimed. Some rights apply to all employees as soon as they start work; others depend on factors such as length of service, continuity of employment and activities in addition to the job, for example, union work.