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.
In addition to contracts of employment, a number of other types of contracts exist.
Joint Newsletter between the Labour Relations Agency and the Equality Commission for Northern Ireland June 2012
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.
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.
An independent mediator can sometimes help resolve grievance or disciplinary issues. There is no charge for using the Labour Relations Agency's mediation service.
This guidance is for all employers in the public, private and voluntary sectors. It has been developed by a working group co-chaired by Sir George Quigley and Nigel Hamilton and comprising representatives of Government departments, the Irish Congress of Trades Unions, the Confederation of British Industry and a representative group of ex-prisoners.
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.
The Work and Families (Northern Ireland) Act 2015 and associated regulations provide an opportunity for parents to take advantage of additional flexibility in the way they choose to care for a new arrival to the family.
From one time to another, employing organisations will experience absence by their staff due to illness. Illness absences are usually unplanned. This makes planning and covering work difficult for employers given the short notice of illness occurrences.
When replies to the job advertisement have been received, it is appropriate to:
1. match applications against the job description and person specification;
2. eliminate applicants who do not have the basic requirements for the job; and
3. draw up a shortlist of candidates for interview.