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COVID-19 - Advice for Employers and Employees

As Coronavirus in Northern Ireland continues, It is important that businesses and workers know what their rights and responsibilities are when it comes to protecting staff and themselves from the spread of the virus.

Right to work in Northern Ireland

It is important that an employer checks that a job applicant is allowed to work in the UK before they can employ them.  An employer could face a civil penalty if they employ an illegal worker and have not carried out a correct right to work check.  Employers must check the applicant's identity and nationality and make sure that they have the relevant immigration permission or visa in place.    

Bullying and harassment

Everyone should be treated with dignity and respect at work.  Bullying or harassment of any kind should not be tolerated.

Flexible Working

Flexible working can deliver a win-win situation where employees are happier and more engaged because they are better able to manage the various demands on their time.

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.  

Health & Safety at Work

Employers have a duty to protect their employees and visitors from harm. They must do risk assessments and they must report any serious incidents to the Health and Safety Executive for Northern Ireland. Employees are expected to take reasonable care of their own health and safety.

Leave for Flexible working hearings

Parents of children under the age of seventeen (or disabled children under the age of eighteen) and carers of adults have the right to apply to their employer to work more flexibly.

Hours of work

The amount of hours and employee works for employer should be clearly laid out in the employment contract.

Qualifying periods

Most people are entitled to the rights outlined below.  However, in many cases, qualifying conditions must be fulfilled before a right may be claimed.  Some rights apply to all employees as soon as they start work; others depend on factors such as length of service, continuity of employment and activities in addition to the job, for example, union work.