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Employer-led Early Conciliation
Early Conciliation is available to employers who are dealing with a workplace dispute which could result in a claim being made to the Industrial or Fair Employment Tribunal. The employer's representative can also contact us to request Early Conciliation on the employer's behalf.
Informal actions
Whether it’s the employer who needs to raise an issue with an employee, or an employee who would like to make a complaint to their employer, it is useful to consider in the first instance whether an informal approach could be taken to resolve the matter.
Holidays and final pay
Employers must pay their employees for statutory holidays (contractual holidays may differ) that have been built up but not taken at the time they leave their employment.
Industrial tribunals
To make a claim to an industrial tribunal for unfair dismissal, in most circumstances employees will need to have worked continuously for the organisation for one year. There are other types of claim, for example regarding unpaid wages, holiday entitlements or discrimination, which do not require one year's continuous service.
Events
Our events ensure that you are up to date with the changes in employment relations in Northern Ireland. There is no charge for attending any of the Agency's seminars, briefings or workshops.
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.
Do you need assistance to complete the Early Conciliation form?
If you are unable to complete the Early Conciliation notification form online you can:
- contact the Labour Relations Agency on 03300 552 224 and a staff member will take the details over the phone;
- download and complete the form by hand and post it to one of the Labour Relations Agency's offices at:
2-16 Gordon Street, Belfast, BT1 2LG or
3rd Floor, Richmond Chambers, The Diamond, Derry/Londonderry, BT48 6HN; or
- call in to one of our offices where we can provide a private space for you to complete the online form.
Warnings and other disciplinary action
Warnings in the workplace should be part of a disciplinary process and they should be designed to allow employees to change a particular behaviour within a given timeframe. They should be given as quickly as possible after the behaviour occurs. Any sanctions should be proportionate to the alleged offence.
Working Time Regulations
In addition to the rights outlined around qualifying periods, a number of other rights and responsibilities exist. These relate to rest breaks, the number of hours a worker can be required to work and paid leave.
Contractor versus Employee versus Worker
Employees, workers and contractors have different rights and responsibilities.