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Advice on Managing Poor Performance
This booklet is designed to provide employers with guidance on identifying the causes of and dealing with instances of poor work performance.
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.
Common Workplace Adjustments for Staff Experiencing Mental Ill Health
This document sets out suggestions as to how to support mental health in the workplace by making adjustments and providing assistance to support staff to fulfil their role.
Panel of Arbitrators
The Labour Relations Agency works with a panel of independent arbitrators who specialise in different areas and who will chair an independent appeal panel.
Approaching a sensitive conversation regarding mental ill health
This document offers guidance as to how best to prepare for and manage conversations around managing mental ill health in the workplace.
Events Programme Jan - June 2020
This document lists the range of seminars, briefings and workshops that we plan to deliver over the coming months to cover a range of employment relations-related topics. Please note that additional dates may be added to the events schedule which aren't included in this document.
Webinar - Flexible Working
This webinar aims to help employers understand their duties and responsibilities and to promote good employment practice. It includes an overview of the statutory flexible working process from employee request, the right of accompaniment, the right of appeal through to communication of the final decision.
Flexible Futures 2024
The Labour Relations Agency, in partnership with Timely Careers, and supported by the Department for the Economy, will host #FlexibleFutures24, a conference examining the case for flexible working, on Thursday 14 March 2024 in Stranmillis College, Belfast.
Wellness Action Plan
This template is designed to be completed by the employee and discussed with their line manager to ensure the employee is supported appropriately and sensitively during periods of mental ill health. Once completed it should remain a confidential document and the information should not be disclosed to other parties without the express consent of the person concerned.