Search Results
Resignation and termination of employment
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.
Agency structure
The vision and objectives of the Labour Relations Agency are determined by a Board consisting of a Chair and nine members who are appointed by the Department for the Economy (DfE). Staff are direct employees of the Agency. They receive continuous training and development on changes in employment legislation and employment relations practice and procedures.
Discrimination when hiring
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.
Privacy Notice
LRA (Labour Relations Agency) Privacy Policy
Industrial action
This section includes information on official industrial action; unofficial industrial action; repudiation of industrial action; and lawful industrial action.
Collective bargaining
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.
Purpose
Our purpose is to improve employment relations, promote best employment practice and resolve workplace disputes through the delivery of high quality, impartial and independent services.
About the Labour Relations Agency
We provide a free, impartial and confidential employment relations service to those engaged in industry, commerce and the public services. Our services include the provision of advice on good employment practices and assistance with the development and implementation of employment policies and procedures. We are also active in resolving disputes through our conciliation, mediation and arbitration services.
1995-1999
Index of employment-related statute (Acts and Orders) 1995-1999
Employee performance
Putting an effective performance management system in place is a key component in best employment practice. Clear, consistent communication and a constructive approach to employee development can bring out the best in organisations and individuals.