Final pay given to an employee can be different from their regular pay.
When an individual’s employment is due to end, the employer must calculate his/her final pay.
This section covers deducting training costs from final pay.
The final stage in the recruitment and selection process is the most important — choosing the best person for the job.
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.
Employees are not automatically entitled to paid time off for bank and public holidays.
Under certain circumstances employers must give employees who hold certain public positions reasonable time off to perform the duties associated with them.
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.
The Agency also facilitates a range of independent appeals (mainly grievance, bullying / harassment and discipline), for example where the final stage of an organisation’s procedure offers the option of 'an independent appeal of the decision via the Labour Relations Agency'.
Employers can do various checks to make sure future employees can do the job they are being hired to do, that they are entitled to work in Northern Ireland, and that they are not barred from working with vulnerable groups.