Search Results

If someone has lodged a claim to the tribunal about their employment rights a copy is sent to the Labour Relations Agency.

We have a legal duty to offer Conciliation in most cases when someone has a complaint about their employment rights even if no claim has been made to the Tribunal service.

This document provides an update on how we are managing our Collective Conciliation Service due to the coronavirus threat.

The number and extent of individual employment rights have increased dramatically.  This has led to a greater number of claims being lodged with the Industrial Tribunal where workers and employees allege that their employment rights have been breached.  It makes good business sense to resolve disputes in the workplace at the earliest opportunity.

This action plan follows on from our 2015-2018 action plan and outlines how the Agency intends to implement a number of meaningful actions which we believe will impact positively on both disabled staff and users of our services. 

The purpose of our Disability Action Plan is to look at things we could be doing to promote positive attitudes towards disabled people and to encourage their participation in our work areas.

We have commenced a 12 week period of external consultation and are actively seeking views on our Disability Action Plan to diane.edgington@lra.org.uk by 24 August 2020. 

Published November 2018

Use the guidance set out in the Self Help Guide on Preparing a Written Statement of Main Terms and Conditions of Employment to complete a draft statement

February 2016

Good company rules benefit employers and employees. 

When we provide services, we want to make them easy, useful and reliable.

Our second edition examines some key issues and cases that impact on organisations throughout Northern Ireland, including - complying with The Bribery Act (2010); pending changes in employment law in GB, “equality law in GB, ROI and NI - similar but not the same” and assistance for small employers provided by both the Labour Relations Agency and the Equality Commission.

This guide is purely advisory. It complements the Agency’s Code by giving more practical advice and guidance that employers and employees and their representatives will often find helpful both in general terms and in respect of individual cases.