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193 Employment Rights (Time off for Study or Training) Regulations (Northern Ireland) 2000
These Regulations set out the standard of achievement which is prescribed for the purposes of the Employment Rights (Northern (Ireland) Order 1996.
Giving and Accepting Notice
If the employer or employee wishes to end the employment relationship they must give each other notice.
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.
Dismissal
Employees can be dismissed for reasons such as gross misconduct or a fundamental breach of contract. A fair and robust process should be followed where all parties have certain rights and responsibilities.
Statutory Paternity Pay
When your wife, partner or civil partner gives birth or adopts a child, you may be entitled to Statutory Paternity Pay.
Constructive dismissal
An employee may make a claim of constructive dismissal if they feel they had no choice but to resign, for example if they feel that there has been a fundamental breach or change to their contract.
Types of contracts
In addition to contracts of employment, a number of other types of contracts exist.
No 95 The Maternity and Adoption Leave (Curtailment of Statutory Rights to Leave) Regulations (Northern Ireland) 2015
These Regulations come into operation on 15/3/15 and enable an expectant mother or a mother on maternity leave, or an adopter or a prospective adopter to give notice to end her/his relevant entitlement on a specific future date.
Shared Parental Leave (SPL)
SPL is a legal entitlement for eligible parents of babies due, or children placed for adoption, on or after 5 April 2015.
Antenatal Care
All pregnant employees are entitled to time off to keep appointments for antenatal care made on the advice of a registered medical practitioner, registered midwife or registered health visitor.
A person in a qualifying relationship with the pregnant employee is entitled to unpaid time off work to accompany the expectant mother to two antenatal appointments.