As Coronavirus in Northern Ireland continues, It is important that businesses and workers know what their rights and responsibilities are when it comes to protecting staff and themselves from the spread of the virus.
We offer a free conciliation service 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 NI employment law means that anyone wishing to lodge a claim with the Industrial or Fair Employment Tribunal will need to contact us 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.
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 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.
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.