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First Tuesday Q and A

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Features

Please provide guidance for employers in relation to staffing issues during periods of adverse weather

Posted in: First Tuesday Q&A NI on 06/11/2018 Inclement weather can pose problems for employers and employees alike, particularly as it is often unforeseen. Firstly, it is necessary to consider if adverse weather scenarios are dealt with in employment contracts and/or a policy document. This is relevant because some employment contracts may co...
Features

When it comes to determining the appropriate sanction for an incident of misconduct, can an employer take into account a previous first written warning?

Posted in: First Tuesday Q&A NI on 06/11/2018 When determining an appropriate sanction for an act of misconduct, employers should ensure that they are familiar with the LRA Code of Practice on Disciplinary and Grievance Procedures, which sets out the different sanctions available, from warnings right up to dismissal. From a practical perspecti...
This article is listed under the following topics:
Disciplinary and Grievance Issues Policies and Procedures
Features

Can an employer treat maternity-related absences in the same way as standard sickness absences?

Posted in: First Tuesday Q&A NI on 06/11/2018 Under the Sex Discrimination (NI) Order 1976, pregnant employees have specific legal rights which regulate their relationship with their employers. It is unlawful pregnancy discrimination to treat an employee less favourably: On the grounds that she is pregnant; For a reason relating to her pregna...
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If an employee on maternity leave is made redundant, does her former employer have a continuing obligation to pay her statutory maternity pay?

Posted in: First Tuesday Q&A NI on 06/11/2018 First and foremost, employers must exercise caution when making an employee who is pregnant or on maternity leave redundant, and ensure that fair and proper procedure is followed. Statutory maternity pay (‘SMP’) is available to a woman who is or has been an employee under section 160 of the Social ...
Features

Can an employer prevent annual leave accruing during sickness absence?

Posted in: First Tuesday Q&A NI on 02/10/2018 Employees are entitled to four weeks’ paid annual leave per leave year under Article 7 Working Time Directive (“basic annual leave”) and an additional 1.6 weeks under Article 16 of the Working Time Regulations (Northern Ireland) 2016 (“additional annual leave”). For full time workers this equates t...
This article is listed under the following topics:
Sickness and Absence Contracts of Employment Working Time and Leave
Features

Can an employer contact an employee off on long-term sick leave?

Posted in: First Tuesday Q&A NI on 02/10/2018 It is important for employers to maintain appropriate levels of contact with an employee who is off on sick leave. However, the amount of contact will depend, amongst other things, on the employee’s role and the size of the employer’s business. An employer needs to try and strike the correct balanc...
This article is listed under the following topics:
Sickness and Absence Policies and Procedures
Features

Can an employee take pre-booked holidays whilst suspended?

Posted in: First Tuesday Q&A NI on 02/10/2018 A period of suspension should not change the normal position with regard to holiday and this should be clearly stated in the employee’s contract of employment or in the staff handbook. Therefore, provided that the annual leave was booked and approved in line with the employer’s holiday procedure, a...
Features

Does an employer have to pay an employee who is suspended?

Posted in: First Tuesday Q&A NI on 02/10/2018 Suspension usually takes place either: To enable an employer to investigate allegations of misconduct; or For medical or health and safety reasons. Therefore, suspension should be invoked as a protective measure and should not be utilised as a disciplinary sanction nor in a manner likely to resul...
Features

Can an employer refuse a request for flexible working?

Posted in: First Tuesday Q&A NI on 04/09/2018 Yes, an employer can refuse a flexible working request if the employee making the request is not entitled to do so. In order to be entitled, an individual must: (a) Be an employee not simply a worker or agency worker; (b) Have a minimum of 26 weeks continuous service; (c) Not have made a fl...
This article is listed under the following topics:
Discrimination and Equality A-Typical Working Policies and Procedures
Features

Does the employer have to provide an employee with a copy of a statement made about him in another employee's grievance meeting?

Posted in: First Tuesday Q&A NI on 04/09/2018 There is no specific legal requirement to provide an employee with a statement made about him/her in a grievance raised by another employee. The LRA Code of Practice on Grievances sets out clear guidance for employers on how to deal with grievances, and employers should be familiar with this. Howev...