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This guide is purely advisory. It complements the Agency’s Code by giving more practical advice and guidance that employers and employees and their representatives will often find helpful both in general terms and in respect of individual cases.

This Guide is intended to give general advice and guidance about the main legal considerations which may arise when employers or employees wish to make changes to the contract of employment

This guide is for employers, trade unions and union workplace representatives. It gives advice on the provision of time off, training and facilities to enable union representatives to carry out their duties. It covers statutory and non-statutory representatives.

This guide is for employers and non-union workplace representatives. It gives advice on the provision of time off, training and facilities to enable non-union representatives to carry out their duties. It covers statutory and non-statutory representatives.

This booklet is designed to provide employers with guidance on identifying the causes of and dealing with instances of poor work performance.

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. 

The aim of this guide below is to provide guidance for employers, trade unions and employee representatives on the best way to handle redundancies.

This booklet is designed to provide employers with guidance in carrying out recruitment, selection and induction activities. 

February 2016

This Information Note provides guidance on general principles in relation to discipline. It is not a substitute for the Agency’s Code of Practice on Disciplinary and Grievance Procedures. 

This webinar provides useful information and advice on the topic of redundancy.  It illustrates how to ensure the process is managed fairly and in line with employment legislation.