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.
In addition to contracts of employment, a number of other types of contracts exist.
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.
The Public Interest Disclosure (Northern Ireland) Order 1998 protects those who report serious wrongdoing in the workplace from dismissal or detrimental treatment as a result of their whistleblowing.
A contract of employment may be ended with the agreement of both parties, or by the employer or employee giving the required amount of notice.
We offer conciliation services to help parties involved in a workplace dispute to come to a legally binding resolution without needing to go through a tribunal. We offer both individual conciliation and collective conciliation, for example where an issue affects a number of employees.
From 27 January 2020 a change in legislation means that anyone wishing to lodge a claim with the Industrial or Fair Employment tribunal will need to contact the Labour Relations Agency first to discuss the option of 'Early Conciliation'. If agreement is not reached through Early Conciliation parties can still proceed to tribunal if they wish.
Labour Relations Agency Public Meeting to Explore Link Between Good Employment Relations and a Strong Economy
The link between harmonious, productive workplaces and a thriving economy is the theme of the Labour Relations Agency’s annual public meeting on Thursday 25 October in Belfast’s Radisson Blu Hotel at 11.30am.
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.
This is one method that employers use to work with trade unions or works councils to negotiate matters such as terms and conditions of employment for certain groups or all their employees.