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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.
Types of problems
Problems can arise in any workplace. Below are some examples, though not an exhaustive list. Employers, employees and their representatives may find it helpful to refer to the Labour Relations Agency's codes of practice, sample letters, flowcharts and guides. Our service is confidential and all our resources are free of charge to anyone working to prevent or resolve a workplace issue in Northern Ireland.
Disciplinary procedures
Disciplinary procedures are used for dealing with problems with employees' conduct or their performance, which could lead to warnings or dismissal.
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.
Employment Document Toolkit
Once you are registered you can unlock our free core employment guides to help you build documents, policies and procedures for your own organisation.
Giving and Accepting Notice
If the employer or employee wishes to end the employment relationship they must give each other notice.
Deducting training costs from final pay
This section covers deducting training costs from final pay.
1995-1999
Index of employment-related statute (Acts and Orders) 1995-1999
Contracts of employment
A contract of employment is a legal agreement between an employer and an employee which sets out their employment rights, responsibilities and duties. The employment contract is made as soon as a job offer is accepted.
Industrial action
This section includes information on official industrial action; unofficial industrial action; repudiation of industrial action; and lawful industrial action.