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Dependants Leave

An employee is allowed a reasonable amount of time to deal with unexpected or sudden emergencies concerning a dependant. This is unpaid unless contractual arrangements state otherwise.

National Fraud Initiative Notice

The Labour Relations Agency is required to protect the public funds it administers. It may share information provided to it with other bodies responsible for auditing or administering public funds, in order to prevent and detect fraud.

Exercise - Current Position in My Workplace

This questionnaire helps establish the current policies and provision to support mental health in the workplace and identify where additional steps or resources might be needed.

465 Equal Pay (Amendment) Regulations (Northern Ireland) 1996

These Regulations provide for an Industrial Tribunal to have greater procedural discretion in equal value pay claims in relation to the use (or not) of independent experts.

Safe at Home, Safe at Work - Guidance on Domestic Violence and Abuse

This joint guide provides advice and recommendations for employers and trade unions in terms of providing support for employees who may be experiencing domestic violence or abuse.

No 140 The Social Security (Maternity Allowance) (Miscellaneous Amendments) Regulations (Northern Ireland) 2014

These Regulations come into effect on 18/5/14 and are derived from changes brought in by reforms under Statutory Rule 102 above. Section 35B provides an entitlement to maternity allowance for women who work with a spouse or civil partner who is engaged in self-employment.

Developments in employment law in Northern Ireland

Patricia Maxwell

FEBRUARY 2005

Informal actions

Whether it’s the employer who needs to raise an issue with an employee, or an employee who would like to make a complaint to their employer, it is useful to consider in the first instance whether an informal approach could be taken to resolve the matter.

The Statutory Parental Bereavement Pay (Administration) Regulations (Northern Ireland) 2022

These Regulations provide for the funding of employers’ liabilities to make payments of statutory parental bereavement pay; they also impose obligations on employers in connection with such payments and confer powers on the Commissioners for Her Majesty’s Revenue and Customs (“the Commissioners”).

Under regulation 3, an employer is entitled to an amount equal to 92 per cent. of payments made by the employer of statutory parental bereavement pay, or the whole of such payments if the employer is a small employer. Regulations 4 to 7 provide for employers to be reimbursed through deductions from income tax, national insurance and other payments that they would otherwise make to the Commissioners, and for the Commissioners to fund payments to the extent that employers cannot be fully reimbursed in this way. Regulation 8 enables the Commissioners to recover overpayments to employers.

Regulation 9 requires employers to maintain records relevant to the payment of statutory parental bereavement pay to employees or former employees, and regulation 10 empowers officers of Revenue and Customs to inspect, copy or remove employers’ payment records.

Regulation 11 requires an employer who decides not to make any, or any further, payments of statutory parental bereavement pay to an employee or a former employee to give that person the details of the decision and the reasons for it. Regulations 12 and 13 provide for officers of Revenue and Customs to determine issues relating to a person’s entitlement to statutory parental bereavement pay. Regulation 14 provides for employers, employment agencies, persons claiming statutory parental bereavement pay and others to furnish information or documents to an officer of Revenue and Customs on request.