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No 191 The Sex Discrimination Order 1976 (Amendment) Regulations (Northern Ireland) 2016
The Statutory Rule comes into operation on 2/5/16 and amends the Sex Discrimination (Northern Ireland) Order 1976 (the "1976 Order") to comply with EU Pilot file 4853/13/JUST concerning the transposition of Council Directive 2006/54/EC in Northern Ireland ("the Recast Directive").
No 49 The Working Time Regulations (Northern Ireland) 2016
These Regulations consolidate and replace the provisions of the Working Time Regulations (Northern Ireland) 1998 (the ‘1998 Regulations’) and the ten Statutory Rules which amended it from 1998 to 2009.
No 161 The Industrial Tribunals (Constitution and Rules of Procedure) (Amendment) Regulations (Northern Ireland) 2011
These Regulations amend the Industrial Tribunals (Constitution and Rules of Procedure) Regulations (Northern Ireland) 2005 (S.R. 2005 No. 150) (“the 2005 Regulations”), the most substantive amendments to which have previously been made by S.R. 2005 No. 376 and S.R. 2005 No. 578.
The Labour Relations Agency Arbitration Scheme Explained
You can use the Labour Relations Agency Arbitration Scheme to resolve an employment–related dispute (a “claim”) instead of going to a tribunal.
311 Sex Discrimination (Gender Reassignment) Regulations (Northern Ireland) 1999
These Regulations extend the existing Sex Discrimination legislation to cover discrimination on the grounds of gender reassignment.
321 Race Relations (Formal Investigations) Regulations (Northern Ireland) 1997
These Regulations are relevant to notices given in relation to formal investigations under the Race Relations (Northern Ireland) Order 1997 and to non-discrimination notices issued in consequence of such investigations.
No. 24 Employment Rights (Increase of limits) Order (Northern Ireland) 2002
This Order increases the limits (as of 10/3/02) applying to certain awards of Industrial Tribunals and other awards. Examples include: "capped" weeks pay £250, guaranteed payment £17.00, Unfair dismissal limit £52,600.
Employee performance
Putting an effective performance management system in place is a key component in best employment practice. Clear, consistent communication and a constructive approach to employee development can bring out the best in organisations and individuals.
Who we are
The Labour Relations Agency (the Agency) was established in 1976 with responsibility for promoting the improvement of employment relations in Northern Ireland. It is independent and publicly funded.