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Rests and breaks
Employees are entitled to breaks for meals and to rest. As far as possible employers should provide breaks, facilities and comfortable surroundings for additional needs such as breastfeeding or expressing milk.
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
Labour Relations Agency Certificate in Effective Line Management Practice
The Labour Relations Agency is pleased to offer the first public 2022 programme of the Certificate in Effective Line Management Practice.
Statutory Paternity Pay
When your wife, partner or civil partner gives birth or adopts a child, you may be entitled to Statutory Paternity Pay.
No 317 The Work and Families (Increase of Maximum Amount) Order (Northern Ireland) 2009
This Order comes into effect on 1/10/09 and has the main purpose of increasing the maximum weekly amount used for the purposes of calculating certain awards by the Industrial Tribunal from £350 to £380. This is commonly referred to as the “capped weeks pay” for the purposes of unfair dismissal and redundancy pay calculations.
Model Workplace Policy for Dignity at Work and Inclusive Working Environment
Model Workplace Policy for Dignity at Work and Inclusive Working Environment
Shared Parental Leave (SPL)
SPL is a legal entitlement for eligible parents of babies due, or children placed for adoption, on or after 5 April 2015.
Labour Relations Agency Certificate in Effective Line Management Practice
The Labour Relations Agency is pleased to offer the Autumn 2021 programme of the Certificate in Effective Line Management Practice.
Harrassment and Bullying at Work - Promoting an Inclusive Workplace
This guide outlines the steps to building an inclusive workplace and includes signposts to other guidance published by the Equality Commission and the Labour Relations Agency.
The guidance is designed to be of practical use to employers, trade unions or employee representatives when developing and implementing policies in the areas of harassment and bullying.