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Legislation
Welcome to the Labour Relations Agency’s employment legislation link pages. We have attempted to collate all relevant employment legislation (Primary and Secondary) on these pages for our users’ ease of reference. Essentially users will get a brief summary of the content of the legislation and then a link to the www.legislation.gov.uk website delivered by the National Archives via www.nationalarchives.gov.uk.
1977-1994
Index of employment-related statute (Acts and Orders) 1977-1994
2016-Present
Index of employment-related statute (Acts and Orders) 2016-Present
Personal grievances
Grievances are concerns, problems or complaints that employees may raise with their employers.
Arms-Length Body (ALB) Review of the Labour Relations Agency (LRA)
In April 2023 the Department for the Economy (DfE) engaged Business Consultancy Services (BCS) to complete a review of the Labour Relations Agency (LRA). The review was conducted in line with Cabinet Office guidance, namely Tailored Reviews: Guidance on Reviews of Public Bodies (May 2019) and Guidance on the undertaking of Reviews of Public Bodies (December 2022).
Giving and Accepting Notice
If the employer or employee wishes to end the employment relationship they must give each other notice.
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.
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.
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.
Industrial tribunals
To make a claim to an industrial tribunal for unfair dismissal, in most circumstances employees will need to have worked continuously for the organisation for one year. There are other types of claim, for example regarding unpaid wages, holiday entitlements or discrimination, which do not require one year's continuous service.