Search Results
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.
Deducting training costs from final pay
This section covers deducting training costs from final pay.
Discrimination when hiring
Fair treatment is not just a moral and legal obligation but makes good business sense. Employers who treat employees fairly will be best placed to recruit and retain staff in an increasingly diverse and competitive labour market.
Hours of work
The amount of hours and employee works for employer should be clearly laid out in the employment contract.
Posted worker
Posted workers are sent by their employer to temporarily work abroad in another European Union member state.
Leave without pay
There may be circumstances where an employee is required to take unpaid leave from their employment.
Surrogate Parent leave
A surrogate parent may be eligible to Statutory Adoption Leave and Pay from 5 April 2015, provided that:
Unfair dismissal claim
There are several ways a dismissal could be considered unfair.
Safety Committee / Representatives
The Safety Representative and Safety Committees Regulations (Northern Ireland) 1979 apply to organisations that have recognised trade unions for collective bargaining purposes.
Probationary periods
Employers may sometimes state that a contract of employment is permanent subject to the completion of a satisfactory probationary period.