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Leaflet 2. Plan Your Employment Needs

February 2016

By keeping up-to-date employee information on personnel records, businesses can make sure that unexpected changes to their employment needs are kept to a minimum.

No 95 The Maternity and Adoption Leave (Curtailment of Statutory Rights to Leave) Regulations (Northern Ireland) 2015

These Regulations come into operation on 15/3/15 and enable an expectant mother or a mother on maternity leave, or an adopter or a prospective adopter to give notice to end her/his relevant entitlement on a specific future date.

Volunteers

A volunteer is not an employee or a worker and does not have an employment contract.

NI’s Labour Market Follows Global Trends with ‘Hybrid Working’ offering best response to the ‘Great Resignation’

- 40% of workforce considering leaving or changing jobs by summer 2022 -

Suspension

An employer may decide to suspend an employee temporarily from work if they are involved in a disciplinary situation, or for maternity or medical reasons. Usually an employee who is suspended is entitled to their normal pay during their suspension.

Personal grievances

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

Giving and Accepting Notice

If the employer or employee wishes to end the employment relationship they must give each other notice.

Advice on Conducting Employment Investigations

This guide is designed primarily for medium-sized organisations in Northern Ireland but the core principles apply as much to small and micro-employers as well as multi-nationals.

National Minimum Wage Changes 2020

The National Minimum Wage (Amendment) Regulations 2020

These Regulations are the annual amendments to the National Minimum Wage legislation which has existed since 1999 and they come into effect on 1/4/20.

The National Minimum Wage (Amendment) (No. 2) Regulations 2020

The purpose of these regulations is to reduce burdens on businesses employing salaried staff (those paid an annual salary in equal instalments) from complying with the NMW rules, without removing protections or benefits for workers.