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Patrick McCartan

APRIL 2007

There has been a noticeable drift back to the workplace following the pandemic, with the proportion of NI employees working remotely for some of the time falling from 41% in April 2020 to 17%.  Ironically, even Zoom has recently decided to bring its staff back to the office for at least part of the week.

With this in mind, CIPD NI and the Labour Relations Agency ran a webinar on 16 October 2023 to take stock of the HR profession’s  experience of hybrid working to date.  CIPD NI Branch Chair Nicola Barber hosted the event, and we were joined by an expert panel comprising:
 

•      Ulster University Economist Ana Desmond, co-author of ‘Is remote working, working?’ – research into remote working patterns in NI, published in August 2023;

•      Leading HR practitioner and thinker Gary Cookson, author of ‘HR for Hybrid Working’ published in June 2022; and,

•      Caroline Samia from the Labour Relations Agency.

The event was recorded, and is now available to view below. The slide deck used during the event is also available for download.

A short, practical guide developed in partnership with Recentre to support you in handling safe conversations about domestic abuse at work.

This Guide is intended to give general advice and guidance about the main legal considerations which may arise when employers or employees wish to make changes to the contract of employment

This guide tries to answer some questions you might ask when an employee is absent from work due to sickness or unauthorised absence.

Welcome to the Third edition of the joint Equality Commission and Labour Relations Agency Newsletter. In this edition we will cover some of the key issues that are likely to affect or be of interest to you, our readers, in relation to what is happening in the field of employment and equality law from a local Northern Ireland perspective.

Welcome to the Fifth edition of the joint Equality Commission and Labour Relations Agency Newsletter. In this edition we will cover some of the key issues that are likely to affect or be of interest to you, our readers, in relation to what is happening in the field of employment and equality law from a local Northern Ireland perspective.

For redundancy to be fair there must be a genuine need for redundancy and the employer must follow a fair process in carrying it out.  Where there are many employees involved, trade unions and employees should be consulted properly.

Before beginning any redundancy (and during the consultation process), an employer should think about whether it can avoid making redundancies or reduce the number of redundancies.  Employers also need to carefully think about how the employees will be chosen for redundancy.  If they don’t, they may face claims of unfair dismissal.

The way that staff are chosen should be fair and follow an agreed selection process if the organisation has one.  If there isn’t an agreed process in place, the employer must make sure there is no discrimination, that staff are chosen fairly, and in a way that can be checked.