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Current Vacancies - Working for the Labour Relations Agency
Our role is to improve employment relations in Northern Ireland and our core business is the delivery of responsive advisory and dispute resolution services.
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.
Leave for Flexible working hearings
Parents of children under the age of seventeen (or disabled children under the age of eighteen) and carers of adults have the right to apply to their employer to work more flexibly.
Labour Relations Agency Customer Charter
This publication explains the standards you can expect from us when you use any of our services.
We want to hear what you think of our Charter and our services. This document also tells you how to provide feedback to us.
Keep up to date with the Labour Relations Agency
Keep up to date with the latest news and events around workplace relations in Northern Ireland
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.
Potential Problems at Christmas Time
The Labour Relations Agency Workplace Information Service receives enquiries every Christmas from businesses with questions and problems.
To help you prepare and avoid potential issues we have compiled some frequently asked questions which we receive each Christmas season.
Who we are
The Labour Relations Agency (the Agency) was established in 1976 with responsibility for promoting the improvement of employment relations in Northern Ireland. It is independent and publicly funded.
Latest News
Keep up to date with the latest in employment relations in Northern Ireland
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.