Search Results
Workplace policies
Clear workplace policies and procedures help organisations to be productive, efficient and maintain high levels of staff morale. Ensuring that everyone knows how and why things are done is a key component in establishing best employment practice. Check out our free 'Employment Document Toolkit' to create your own policies and procedures that adhere to legal requirements and best practice, and which meet the particular needs of your organisation.
Leave for Flexible working hearings
Parents of children under the age of seventeen (or disabled children under the age of eighteen) and carers of adults have the right to apply to their employer to work more flexibly.
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.
No. 326 The Fixed-Term Employees (Prevention of Less Favourable Treatment) (Amendment) Regulations (Northern Ireland) 2008
These Regulations amend the 2002 Regulations by providing for statutory sick pay to be paid to employees who are agency workers on fixed term contracts of less than 3 months duration.
Index Of Employment Related Statutes For Northern Ireland
An Index of Employment Related Statutes for Northern Ireland categorised by year.
Annual holidays
Most workers - whether part-time or full-time - are legally entitled to 5.6 weeks' paid annual leave. Employers can set the times of the year that leave needs to be taken and workers must give the employer notice when they want to take leave.
No.292 Regulation of Investigatory Powers (Prescription of offices, ranks and positions) Order (Northern Ireland) 2002
This Order sets out offices, ranks and positions for the purposes of the 2000 Act. This prescribes designated persons who may grant authorisations.
Annual Closedowns
Employers may elect to close their business at certain times of the year. (Christmas/new year)
Constructive dismissal
An employee may make a claim of constructive dismissal if they feel they had no choice but to resign, for example if they feel that there has been a fundamental breach or change to their contract.