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Labour Relations Agency Accessibility Statement
Accessibility statement for www.lra.org.uk
This accessibility statement applies to the website of the Labour Relations Agency.
No.395 Conduct of Employment Agencies and Employment Businesses Regulations (Northern Ireland) 2005
These Regulations revolve the 1982 Regulations of the same name Associated Regulations.
Describing the job
A job description should be an outline of the purpose of the job, its main tasks and duties as well as more general information such as health and safety responsibilities.
Advice on Handling Discipline and Grievances at Work
This guide is purely advisory. It complements the Agency’s Code by giving more practical advice and guidance that employers and employees and their representatives will often find helpful both in general terms and in respect of individual cases.
Sharp rise in redundancy enquiries to the Labour Relations Agency
Our Workplace Information Service have observed a notable surge in enquiries from both employees and employers regarding redundancy.
New CEO for Labour Relations Agency
The Labour Relations Agency has appointed Don Leeson as its new Chief Executive Officer.
No 159 The Employment Act (Northern Ireland) 2011 (Commencement No. 1, Transitional Provisions and Savings) Order (Northern Ireland) 2011 - S.R. 2011 No. 159 (C. 8).
This Order brings into operation the provisions of the Employment Act (Northern Ireland) 2011 (2011 c. 13 (N.I.)) (“the Act”) set out in Article 2. Those provisions come into operation on 3rd April 2011.
No 150 The Statutory Maternity Pay (Curtailment) Regulations (Northern Ireland) 2015
These Regulations, from the operational date of 15/3/15, allow eligible women to curtail their statutory maternity pay in accordance with section 161(3A) of the Social Security Contributions and Benefits (Northern Ireland) Act 1992 in order to enable them to take statutory shared parental pay in accordance with section 167ZU of the 1992 Act.
Leaflet 8. Controlling Absence
February 2016
This Leaflet deals with how to control levels of sickness absence and unauthorised absence.