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Annual Closedowns
Employers may elect to close their business at certain times of the year. (Christmas/new year)
Recruiting people with conflict-related convictions - Employers' Guide
This guidance is for all employers in the public, private and voluntary sectors. It has been developed by a working group co-chaired by Sir George Quigley and Nigel Hamilton and comprising representatives of Government departments, the Irish Congress of Trades Unions, the Confederation of British Industry and a representative group of ex-prisoners.
Restraint of Trade
Restraint of trade, also known as ‘restrictive covenants’ help organisations to protect themselves against competitors getting access to their confidential or commercially sensitive information.
Joint Newsletter between the Labour Relations Agency and the Equality Commission for Northern Ireland June 2012
Our second edition examines some key issues and cases that impact on organisations throughout Northern Ireland, including - complying with The Bribery Act (2010); pending changes in employment law in GB, “equality law in GB, ROI and NI - similar but not the same” and assistance for small employers provided by both the Labour Relations Agency and the Equality Commission.
Leaflet 10. Managing the Performance of Your Employees
February 2016
Effective performance management can bring about many benefits to your business, including improved staff performance, greater productivity and stronger employee engagement.
Managing the Performance of Your Employees
Effective performance management can bring about many benefits to your business, including improved staff performance, greater productivity and stronger employee engagement.
Advice on Managing Poor Performance
This booklet is designed to provide employers with guidance on identifying the causes of and dealing with instances of poor work performance.
Pay in Lieu of Notice (PILON)
A payment in lieu of notice is made in circumstances where an employee is not required to work their notice period but is paid a sum of money instead.
Bullying and harassment
Everyone should be treated with dignity and respect at work. Bullying or harassment of any kind should not be tolerated.
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.