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Code of Practice on Disciplinary and Grievance Procedures - 3rd April 2011
This publication sets out how to manage discipline and grievance processes in line with legal requirements and best practice.
Disclosure of information to trade unions for collective bargaining purposes
The Agency has a duty to provide practical guidance on the application of Articles 39 and 40 of the Industrial Relations (Northern Ireland) Order 1992 (“the 1992 Order”) in relation to the disclosure of information by employers to trade unions for the purpose of collective bargaining.
Discrimination when hiring
Fair treatment is not just a moral and legal obligation but makes good business sense. Employers who treat employees fairly will be best placed to recruit and retain staff in an increasingly diverse and competitive labour market.
Employee performance
Putting an effective performance management system in place is a key component in best employment practice. Clear, consistent communication and a constructive approach to employee development can bring out the best in organisations and individuals.
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.
Leaflet 7. Rules and Procedures
February 2016
Good company rules benefit employers and employees.
Board Practice and Standing Orders
This document provides the updated Practice and Standing Orders for the Board of the Labour Relations Agency, effective 1 April 2022.
Industrial action
This section includes information on official industrial action; unofficial industrial action; repudiation of industrial action; and lawful industrial action.
Webinar - Conducting Employment Investigations
This webinar will show how to plan and successfully execute an investigation, the legal framework and best practice for carrying out an investigation and will also give information on dealing with difficult issues.
Managing Bereavement in the Workplace
This guidance aims to help employers manage this difficult situation through appropriate and sensitive discussions with their employee, both in the immediate aftermath of bereavement and in the longer term.