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10X REASONS (AND MORE) FOR GOOD EMPLOYMENT RELATIONS – A CONFERENCE

23 February 2023

There are many reasons for ensuring good employment relations, not least because they are key to organisational success. Above all, if employers get this right, it will help lead to the inclusive and thriving ‘10X economy’ that is the economic vision for Northern Ireland.

This major stakeholder conference brings together employers, HR professionals, trade unionists and others to explore how we create a framework of best practice that will help turn the vision for a 10X economy into a reality through good employment relations.

No.377 Paternity and Adoption leave Regulations (Northern Ireland) 2002

These Regulations relate to rights regarding paternity and adoption leave derived from the Employment (NI) Order 2002 and include qualification for right, taking paternity leave, 1 or 2 consecutive weeks, 56 day window, notification, terms and conditions of employment during leave, right of return, ordinary and additional adoption leave, one person entitlement re: adoption leave, provisions regarding adoption leave etc which largely reflect those relating to paternity.

1995-1999

Index of employment-related statute (Acts and Orders) 1995-1999

No 90 The Social Security Contributions and Benefits (Northern Ireland) Act 1992 (Application of Parts 12ZA, 12ZB and 12ZC to Parental Order Cases) Regulations (Northern Ireland) 2015

These Regulations modify requirements in the 1992 Act to provide that an employee who has a baby with the help of a surrogate and is a parental order parent may be entitled to statutory adoption pay, statutory paternity pay or statutory shared parental pay if they meet the eligibility requirements.

No 159 The Sex Discrimination Order 1976 (Amendment) Regulations (Northern Ireland) 2008

These Regulations make a variety of amendments to our anti-discrimination legislation as it pertains to gender and pregnancy only. As a result there is no longer a requirement for a comparator who is not pregnant when a woman is pursuing a case of discrimination on the grounds of pregnancy or maternity leave.