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LRA (Labour Relations Agency) Privacy Policy
New Hybrid Working Guide Offers Timely Support to Employers
To coincide with the easing of Covid restrictions and anticipated lifting of the ‘work from home’ recommendation, a new guide offering NI employers the most up-to-date advice on ‘Hybrid Working’ has been launched by the Labour Relations Agency (LRA) for Northern Ireland.
Collective bargaining
This is one method that employers use to work with trade unions or works councils to negotiate matters such as terms and conditions of employment for certain groups or all their employees.
About the Labour Relations Agency
We provide a free, impartial and confidential employment relations service to those engaged in industry, commerce and the public services. Our services include the provision of advice on good employment practices and assistance with the development and implementation of employment policies and procedures. We are also active in resolving disputes through our conciliation, mediation and arbitration services.
561 The Disability Discrimination Code of Practice (Goods, Facilities, services and Premises) Order (Northern Ireland) 1996
This Order stipulates 2nd December 1996 as the date when the Code of Practice on the Rights of Access to Goods, Facilities, Services and Premises comes into force.
327 The Disability Discrimination Code of Practice (Goods, Facilities, Services and Premises) Order (Northern Ireland) 1999
This Order stipulates 1/10/99 as the date on which the Code of Practice on the Right of Access to Goods, Facilities, Services and Premises comes into effect.
Reversing the £1billion cost of workplace conflict
A research report commissioned by the Labour Relations Agency (LRA) reveals that ‘good jobs’ could help reverse the cost of workplace conflict within Northern Ireland, which burdens employers and the local economy with a staggering £1billion in costs per year.
Workplace policies
Clear workplace policies and procedures help organisations to be productive, efficient and maintain high levels of staff morale. Ensuring that everyone knows how and why things are done is a key component in establishing best employment practice. Check out our free 'Employment Document Toolkit' to create your own policies and procedures that adhere to legal requirements and best practice, and which meet the particular needs of your organisation.
Contracts of employment
A contract of employment is a legal agreement between an employer and an employee which sets out their employment rights, responsibilities and duties. The employment contract is made as soon as a job offer is accepted.
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.