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Giving and Accepting Notice
If the employer or employee wishes to end the employment relationship they must give each other notice.
Deducting training costs from final pay
This section covers deducting training costs from final pay.
LRA response to DEL review of the NI employment dispute resolution system
4th September 2009
This paper gives the Agency's response to the Department of Employment and Learning's consultation questions.
Four Day Working Week Podcast
In the fourth podcast in the "Challenging Workplaces" series, we discuss the four day week, and whether it might be time to reassess the traditional Monday to Friday working pattern in the modern workplace.
Five Ways to Wellbeing Poster
This poster is available to download and display around the workplace, to remind people of positive things they can do to help manage their mental wellbeing.
Contracts of employment
A contract of employment is a legal agreement between an employer and an employee which sets out their employment rights, responsibilities and duties. The employment contract is made as soon as a job offer is accepted.
Industrial action
This section includes information on official industrial action; unofficial industrial action; repudiation of industrial action; and lawful industrial action.
Advice on Agreeing and Changing Contracts of Employment
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
Labour Relations Agency Arbitration Scheme - Guide to the Scheme
Revised January 2013
The Agency was given the power to introduce the Scheme by the Industrial Relations (Northern Ireland) Order 1992, as amended, and the Fair Employment and Treatment (Northern Ireland) Order 1998. Subsequently, the Scheme has been established by means of the Labour Relations Agency Arbitration Scheme Order (Northern Ireland) 2012.
Interviews
When replies to the job advertisement have been received, it is appropriate to:
• match applications against the job description and person specification;
• eliminate applicants who do not have the basic requirements for the job; and
• draw up a shortlist of candidates for interview.