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Deductions from pay - employers
This section covers deduction from pay.
Right to work in Northern Ireland
It is important that an employer checks that a job applicant is allowed to work in the UK before they can employ them. An employer could face a civil penalty if they employ an illegal worker and have not carried out a correct right to work check.
Employers must check the applicant's identity and nationality and make sure that they have the relevant immigration permission or visa in place.
Deducting training costs from final pay
This section covers deducting training costs from final pay.
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.
Holidays and Leave
Employees and workers are entitled to various types of leave depending on their circumstances and the length of time they have been employed.
Final pay when employment ends
Final pay given to an employee can be different from their regular pay.
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.
Calculating holiday entitlement
A worker is entitled to 5.6 weeks paid annual leave per year. This entitlement starts on the day the employee begins employment.
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.
Leave without pay
There may be circumstances where an employee is required to take unpaid leave from their employment.