The final stage in the recruitment and selection process is the most important — choosing the best person for the job.
This booklet is designed to provide employers with guidance in carrying out recruitment, selection and induction activities.
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.
When employers wish to make employees redundant they must follow a clear and fair process. The Labour Relations Agency has a redundancy flowchart and sample letters which can help employers and employees in this situation.
Employees can be dismissed for reasons such as gross misconduct or a fundamental breach of contract. A fair and robust process should be followed where all parties have certain rights and responsibilities.
Employers have a legal duty to ensure that they do not treat an individual less favourably on any grounds related to their age, gender, marital status, disability, race/nationality, sexual orientation, religious belief or political opinion.
Taking the time to carefully plan the hiring process is important and ensures that you hire an employee with the right mix of skills and characteristics for the job.
231 Sex Discrimination Code of Practice (Recruitment and Selection) (Appointed day) Order (Northern Ireland) 1998
The Code of Practice for removing sex bias from recruitment and selection comes into effect on 3rd August 1998 and the Code can be admitted in evidence to County Court or Industrial Tribunal if deemed relevant to any question in proceedings.
Women expecting a baby on or after 6th April 2008 who satisfy the qualifying conditions are entitled to a maximum of 39 weeks SMP.