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Giving and Accepting Notice
If the employer or employee wishes to end the employment relationship they must give each other notice.
Statutory Shared Parental Pay (ShPP)
From April 2024 Statutory Shared Parental Pay will paid at £184.03 per week or 90% of average weekly earnings (AWE), whichever is lower.
Final pay when employment ends
Final pay given to an employee can be different from their regular pay.
Vision
It is our vision to be widely recognised as Northern Ireland’s leading authority in promoting productive working relationships for the benefit of individuals and organisations and to support the creation of a thriving and inclusive economy.
Statutory Sick Pay
Employers are responsible for the payment of Statutory Sick Pay (SSP) for periods of illness of four days or more up to a total of 28 weeks' absence in any one period of incapacity for work.
Hours and pay
The hours we work and the pay we receive for that work are two key factors when it comes to job satisfaction, feeling fulfilled, challenged and rewarded. It is important that record keeping systems are robust, policies and communication about breaks and benefits are clear, and that people know their rights and responsibilities.
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.
Probationary periods
Employers may sometimes state that a contract of employment is permanent subject to the completion of a satisfactory probationary period.
Social Media House Rules
Guidance for friends and followers of LRA social media accounts.
The Labour Relations Agency has a number of social media accounts including Facebook, Twitter, Linked In and You Tube. We do not endorse any private companies or individuals even if we're 'friends' with or 'follow' their social media accounts.
We reserve the right to delete posts or comments from our social media channels without warning if we believe they:
- are defamatory or libellous;
- breach Data Protection Regulations;
- use obscene or foul language;
- are distasteful, offensive or antagonistic;
- are political or electioneering in nature; or
- are advertising or promotional in nature without the prior agreement of the Labour Relations Agency.
Any persistent offenders may be blocked without prior notice.
The Labour Relations Agency's decision is final.