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Fair Employment (School Teachers) Act (Northern Ireland) 2022

This legislation was enacted by the Northern Ireland Assembly in 2022 and came into effect on 12th May 2024.

From this date, it will be unlawful to discriminate on the grounds of religious or philosophical belief or political opinion in respectof the recruitment or promotion of teachers in schools in Northern Ireland.

Prior to 2003, FETO, and its predecessors, did not prohibit discrimination on the grounds of religious or philosophical belief or political opinion in relation to any aspect of the employment of school teachers. That was due to the effects of article 71 of FETO, commonly known as the teachers’ exception.

This situation changed through a process that began in 2003 when an EU equality law, Council Directive 2000/78/EC, required the exception to be modified and
narrowed. As a result, and since then, FETO has prohibited discrimination on its equality grounds in relation to most aspects of the employment of teachers in
schools; e.g. in relation to pay, training, absence and performance management,
dismissal, harassment.

Despite that change, FETO’s prohibition of discrimination did not apply to the recruitment or promotion of teachers in schools due to the continuing effects of one part of the article 71 exception that remained.

The remaining gap in coverage was filled on 12 May 2024 with the inrtoduction of this legislation.

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.

Board Minutes

Minutes from board meetings of the Labour Relations Agency. There are 10 board meetings each year with none in April or July.

The Employment Rights (Increase of Limits) Order (Northern Ireland) 2021

This Order increases, from 6th April 2021, the limits applying to certain awards of industrial tribunals, the Fair Employment Tribunal or Labour Relations Agency statutory arbitration. Examples of these rates include the maximum amount of “a week’s pay” for the purpose of calculating a redundancy payment or various awards, including the basic or additional award of compensation for unfair dismissal is now £566. The limit on amount of guarantee payment payable to an employee in respect of any day is now £30.00. The other rates can be found in the Schedule to the Order.

No 42 The Employment Rights (Increase of Limits) Order (Northern Ireland) 2020

This Order increases, from 6th April 2020, the limits applying to certain awards of industrial tribunals, the Fair Employment Tribunal or Labour Relations Agency statutory arbitration. Examples of these rates include the maximum amount of “a week’s pay” for the purpose of calculating a redundancy payment or various awards, including the basic or additional award of compensation for unfair dismissal is now £560. The limit on amount of guarantee payment payable to an employee in respect of any day is now £30.00. The other rates can be found in the Schedule to the Order.