Search Results

327 results found

No 494 The Transfer of Undertakings and Service Provision Change (Protection of Employment) (Consequential Amendments etc) Regulations (Northern Ireland) 2007

These Regulations, as of 30/12/07, make amendments to the 2006 TUPE Regulations and the 2006 Service Provision Change Regulations (NI only) purely in terms of references to the above Regulations which exist in other Orders in Council and Regulations, for example, the ICE (NI) Regulations 2005 and the Pensions (NI) Order 2005.

Health & Safety at Work

Employers have a duty to protect their employees and visitors from harm. They must do risk assessments and they must report any serious incidents to the Health and Safety Executive for Northern Ireland. Employees are expected to take reasonable care of their own health and safety.

Employment Document Toolkit

Once you are registered you can unlock our free core employment guides to help you build documents, policies and procedures for your own organisation.

Supporting Mental Health in the Workplace Useful Contacts and Information Sources

This document provides the contact details for several organisations that can provide guidance and support around mental health issues.

Advice on Social Media and the Employment Relationship

It's hard to think of a bigger change in the workplace over the last 10 years than the arrival of social media as a means of communication. Their rapid rise in prevalence and importance is changing the nature of work and how it balances with our private lives.

Guide to LRA Services

February 2013

Parental Bereavement (Leave and Pay) Act (Northern Ireland) 2022

An Act to make provision about leave and pay for employees whose children have died or who have experienced a miscarriage.

Pride Panel Discussion - Safe at Home, Safe at Work - Wed 24 July 2024

Join the LRA and our host Jude Copeland for our Pride 2024 Panel Discussion – Domestic Abuse and Violence through a LGBTQIA+ lens.

Discrimination

Employers have a legal duty to ensure that they do not treat an individual less favourably on any grounds related to their age, gender, marital status, disability, race/nationality, sexual orientation, religious belief or political opinion.