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Supporting Mental Health in the Workplace Useful Contacts and Information Sources
This document provides the contact details for several organisations that can provide guidance and support around mental health issues.
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.
Deductions from wages by employers
February 2016
The Wages (Northern Ireland) Order 1988 repealed various Truck Acts 1831 to 1940 and the Payment of Wages Act (Northern Ireland) 1970 and made changes to the law governing the way in which wages were paid.
Advice on Handling Discipline and Grievances at Work
This guide is purely advisory. It complements the Agency’s Code by giving more practical advice and guidance that employers and employees and their representatives will often find helpful both in general terms and in respect of individual cases.
Advice on Social Media and the Employment Relationship
It's hard to think of a bigger change in the workplace over the last 10 years than the arrival of social media as a means of communication. Their rapid rise in prevalence and importance is changing the nature of work and how it balances with our private lives.
Who we are
The Labour Relations Agency (the Agency) was established in 1976 with responsibility for promoting the improvement of employment relations in Northern Ireland. It is independent and publicly funded.
CMRS Statistics - Annual Statistics 2020-2021(April 2020 - March 2021)
This spreadsheet sets out our conciliation statistics for the reporting year 2020-2021 (April 2020 - March 2021).
These statistics contain finally adjusted figures resulting from end of year case reconciliations.
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.
Leaflet 2. Plan Your Employment Needs
February 2016
By keeping up-to-date employee information on personnel records, businesses can make sure that unexpected changes to their employment needs are kept to a minimum.