Search Results
193 Employment Rights (Time off for Study or Training) Regulations (Northern Ireland) 2000
These Regulations set out the standard of achievement which is prescribed for the purposes of the Employment Rights (Northern (Ireland) Order 1996.
No 480 The Fair Employment (Specification of Public Authorities) (Amendment) Order (Northern Ireland) 2008
This Order amends the 2004 Order of the same name by amending the list of public authorities covered under Part VII of the Fair Employment and Treatment (Northern Ireland) Order 1998.
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.
10X REASONS (AND MORE) FOR GOOD EMPLOYMENT RELATIONS – A CONFERENCE
On Thursday 23 February 2023, we hosted our “10X Reasons and More for Good Employment Relations in NI” conference at Titanic Belfast.
This major stakeholder conference brought together employers, HR professionals, trade unionists and others to explore how we create a framework of best practice that will help turn the vision for a 10X economy into a reality through good employment relations.
Included on this page are some of the highlights of the event
No 269 The Fair Employment (Specification of Public Authorities) (Amendment) Order (Northern Ireland) 2016
This Order amends the Fair Employment (Specification of Public Authorities) Order (Northern Ireland) 2004 which specifies a number of persons or bodies as public authorities for certain purposes under Part VII of the Fair Employment and Treatment (Northern Ireland) Order 1998.
Bank holiday confirmed for Queen Elizabeth's funeral - guidance for employers and employees
Following the death of the Queen, a period of national mourning was announced and it will continue until the end of the day of the state funeral, Monday 19 September 2022.
There is no obligation on organisations to suspend business during the mourning period. Guidance on this can be found on the GOV.UK website here.
However, a special bank holiday has been confirmed on the day of the state funeral, Monday, 19 September 2022.
The guidance below explains how leave for special bank holidays should be handled by employers.
No 93 The Shared Parental Leave Regulations (Northern Ireland) 2015
These Regulations come into operation on 15/3/15 and by way of summary the Shared Parental Leave Regulations (Northern Ireland) 2015 (“the Leave Regulations”), in association with the Statutory Shared Parental Pay (General) Regulations (Northern Ireland) 2015 (“the Pay Regulations”) provide an entitlement for a mother/adopter and a child’s father/adoptive parent or a mother’s or adopter’s partner to take shared parental leave and pay.
Contracts of employment
A contract of employment is a legal agreement between an employer and an employee which sets out their employment rights, responsibilities and duties. The employment contract is made as soon as a job offer is accepted.
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.
No 102 The Statutory Shared Parental Pay (Parental Order Cases) Regulations (Northern Ireland) 2015
These Regulations, as of 15/3/15, modify the Statutory Shared Parental Pay (General) Regulations (Northern Ireland) 2015 in cases where a person has applied with another person for a parental order under section 54 of the Human Fertilisation and Embryology Act 2008. Under that section a court may make an order providing for a child of a surrogate mother to be treated as the child of the applicants for the order if certain conditions are satisfied.