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Apprenticeships help employers provide work-based training and qualifications to employees aged 16 years old and over.

Work with schools and help young people, graduates, and long-term unemployed people find work.

How employers can go about finding apprentices, how to get them started, and find the support required.

Apprenticeships in Northern Ireland is a demand-led, work-based programme designed around the needs of employers.

How employers can create a workplace that is inclusive to workers of all ages to give them a competitive advantage in recruitment and retention.

How employers can make efforts to retain staff to secure key skills and experience and how retraining older workers may be beneficial.

How employers can recruit fairly and avoid age discrimination when taking on new staff including older workers.

How employers can identify and address the challenges of an ageing workforce.

Key benefits that employing and retaining older workers can bring to businesses.

How employers can meet the legal rights of older workers including retirement age, age discrimination, and caring for dependants including grandchildren and parents.

How employers can embrace the benefits of employing older workers and meet their legal obligations and challenges of an ageing workforce.

Set up policies to deal with grievances fairly and sensitively and protect both the complainant and the alleged bully.

Consult staff and trade unions when creating procedures to deal with harassment and bullying.

A properly implemented bullying and harassment policy is essential to your business.

A business may be guilty of discrimination, breach of contract, or a criminal offence if an employee is bullied or harassed.

Look out for absenteeism or a change in behaviour if you suspect an employee is being bullied or harassed.

A look at the reasons why people bully and harass others in the workplace.

Offensive or insulting behaviour such as verbal abuse or public humiliation can make employees unhappy or fearful.

Avoid industrial tribunal or civil claims by preventing offensive or unfair behaviour in the workplace.

Eligibility for statutory maternity pay (SMP), how to recover SMP payments, and the option of enhancements to SMP.

You must not unfairly treat or dismiss employees because they are taking, took, or sought to take statutory maternity leave.

The automatic right to return to the same job depends on whether the employee is returning from ordinary maternity leave or additional maternity leave.

Notification from employees regarding changes to their return date, or if they don't intend to return to work at all.

You can keep in contact with an employee during maternity leave and she may work up to ten keeping-in-touch days.

An employee's contractual benefits during maternity leave.