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Leave without pay
There may be circumstances where an employee is required to take unpaid leave from their employment.
Mediation
An independent mediator can sometimes help resolve grievance or disciplinary issues. There is no charge for using the Labour Relations Agency's mediation service.
Employee engagement
Employee engagement plays a crucial role in the success of any organisation. It goes beyond the surface level of job satisfaction and encompasses the emotional and psychological connection that an employee has with their work and their workplace. Engaged employees are not just committed to their job, but they are also invested in the values of their organisation. They are more likely to put in discretionary effort, go the extra mile, and take ownership of their work, leading to improved performance and productivity.
Holidays and final pay
Employers must pay their employees for statutory holidays (contractual holidays may differ) that have been built up but not taken at the time they leave their employment.
Maternity Leave
The law sets out the legal minimum leave entitlements for mothers.
Agreements between employers and employees may provide for better arrangements than the statutory minimum.
Rests and breaks
Employees are entitled to breaks for meals and to rest. As far as possible employers should provide breaks, facilities and comfortable surroundings for additional needs such as breastfeeding or expressing milk.
Antenatal Care
All pregnant employees are entitled to time off to keep appointments for antenatal care made on the advice of a registered medical practitioner, registered midwife or registered health visitor.
A person in a qualifying relationship with the pregnant employee is entitled to unpaid time off work to accompany the expectant mother to two antenatal appointments.