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Suspension
An employer may decide to suspend an employee temporarily from work if they are involved in a disciplinary situation, or for maternity or medical reasons. Usually an employee who is suspended is entitled to their normal pay during their suspension.
Pay Rates at a glance - April 2024 - March 2025
Each April sees the increase to the National Living and Minimum Wage rates, and other statutory rates of pay
The tables below show the current rates applicable for the above, and the revised rates which will apply from April 2024.
If you have any queries regarding these matters, please feel free to contact our Workplace Information Service on 03300 555 300
Advice on Handling Redundancy
The aim of this guide below is to provide guidance for employers, trade unions and employee representatives on the best way to handle redundancies.
Flexible Working
Flexible working can deliver a win-win situation where employees are happier and more engaged because they are better able to manage the various demands on their time.
Safe at Home, Safe at Work - Guidance on Domestic Violence and Abuse
This joint guide provides advice and recommendations for employers and trade unions in terms of providing support for employees who may be experiencing domestic violence or abuse.
Advice on Recruitment, Selection and Induction
This booklet is designed to provide employers with guidance in carrying out recruitment, selection and induction activities.
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.
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.
Preventing relationship problems
The best way to prevent relationship problems is to have policies and procedures that are fair, constructive and clear and there should be constructive communication to address issues as quickly as possible. We can help you to check if your policies and procedures are in line with best practice.
However, where relationships have been damaged by events in the workplace, the Labour Relations Agency can provide impartial and confidential mediation, conciliation or arbitration support to help resolve the situation.
Advice on Conducting Employment Investigations
This guide is designed primarily for medium-sized organisations in Northern Ireland but the core principles apply as much to small and micro-employers as well as multi-nationals.