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The rights and responsibilities involved when it comes to Redundancy (HTML)

For redundancy to be fair there must be a genuine need for redundancy and the employer must follow a fair process in carrying it out. Where there are many employees involved, trade unions and employees should be consulted properly.

Before beginning any redundancy (and during the consultation process), an employer should think about whether it can avoid making redundancies or reduce the number of redundancies. Employers also need to carefully think about how the employees will be chosen for redundancy. If they don’t, they may face claims of unfair dismissal.

The way that staff are chosen should be fair and follow an agreed selection process if the organisation has one. If there isn’t an agreed process in place, the employer must make sure there is no discrimination, that staff are chosen fairly, and in a way that can be checked.

Dismissal

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.

Collective bargaining

This is one method that employers use to work with trade unions or works councils to negotiate matters such as terms and conditions of employment for certain groups or all their employees.

Personal grievances

Grievances are concerns, problems or complaints that employees may raise with their employers.

Advice on Managing Sickness Absence

This guide tries to answer some questions you might ask when an employee is absent from work due to sickness or unauthorised absence.

Agency worker

An agency worker is someone who is supplied by an employment business/agency to work for the hirer under a contract of employment or other such contract as agreed between the employment business/agency and the hirer.

Restraint of Trade

Restraint of trade, also known as ‘restrictive covenants’ help organisations to protect themselves against competitors getting access to their confidential or commercially sensitive information.

Early Conciliation

The Labour Relations Agency provides an Early Conciliation service following a change in NI employment law which took effect on 27 January 2020. This service helps to resolve workplace disputes in a legally binding way, without the need to take a case to the Industrial or Fair Employment Tribunal. Click below for more information or to make an Early Conciliation notification.

LRA Research Uncovers Lack of Training in NI to Manage Workplace Disputes

Fewer than half of employers in Northern Ireland train managers to prevent or resolve workplace disputes. This was a key finding of research carried out on behalf of the Labour Relations Agency (LRA) by Cardiff Business School.