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. There is no charge for using the Agency's conciliation services.
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.
This section includes information on official industrial action; unofficial industrial action; repudiation of industrial action; and lawful industrial action.
In addition to contracts of employment, a number of other types of contracts exist.
The best way to prevent relationship problems is to have policies and procedures that are fair, constructive and clear and there should be constructive communication to address issues as quickly as possible. We can help you to check if your policies and procedures are in line with best practice.
However, where relationships have been damaged by events in the workplace, the Labour Relations Agency can provide impartial and confidential mediation, conciliation or arbitration support to help resolve the situation.
The Labour Relations Agency provides free, impartial and confidential services to employers, employer bodies, employees and workers in Northern Ireland, as well as Trade Unions, HR and legal professionals.
Employees, workers and contractors have different rights and responsibilities.
To make a claim to an industrial tribunal for unfair dismissal, in most circumstances employees will need to have worked continuously for the organisation for one year. There are other types of claim, for example regarding unpaid wages, holiday entitlements or discrimination, which do not require one year's continuous service.
Disciplinary procedures are used for dealing with problems with employees' conduct or their performance, which could lead to warnings or dismissal.
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.