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.
From 27 January 2020 a change in legislation means that anyone wishing to lodge a claim with the Industrial or Fair Employment tribunal will need to contact the Labour Relations Agency 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.
An independent mediator can sometimes help resolve grievance or disciplinary issues. There is no charge for using the Labour Relations Agency's mediation service.
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.
Jury service is a public duty.
Whether it’s the employer who needs to raise an issue with an employee, or an employee who would like to make a complaint to their employer, it is useful to consider in the first instance whether an informal approach could be taken to resolve the matter.
Those who have submitted a tribunal claim will also be offered access to the Labour Relations Agency’s Arbitration Scheme which offers a quick, non–legalistic, less formal, confidential and more cost effective alternative to a tribunal hearing.
In addition to contracts of employment, a number of other types of contracts exist.
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.
This Order relates to the issue of continuity of employment in the context of undergoing professional training and being employed successively by a number of different health service employers.
Disciplinary procedures are used for dealing with problems with employees' conduct or their performance, which could lead to warnings or dismissal.