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If you have an employee who has been selected to serve as a juror, it will have a significant effect on their ability to attend their place of work.

Time off rights for employees taking part in activities relating to public bodies and the legal system.

An employee's right to unpaid time off to look after dependants in an emergency, discretionary and extended leave.

Time off for maternity, paternity, adoption, shared parental leave or parental leave, and time off for pregnant employees.

Time off for training for those to be made redundant, union and safety representatives, and pension scheme trustees.

Time off to be a representative in redundancy and transfer situations, and to attend information and consultation meetings.

Time off for trade union work, TUPE consultation, pension scheme, and public duties is a paid, statutory requirement.

When staff have a statutory right to time off, when it must be paid, and how to deal with discretionary requests.

Dealing with commission, tips, gratuities, and bonus payments.

Regularly reviewing the effectiveness and fairness of pay rates and systems can benefit your business.

The Equal Pay Act (Northern Ireland) 1970 (as amended) provides for equal pay between women and men in the same employment.

Make pay comparisons with other businesses to ensure your pay rates are competitive.

What to consider when setting up or changing a pay-rate system.

Advantages and disadvantages of the various pay-rate systems and finding the most suitable one for your business.

This guide covers what to consider when setting pay rates and describes the different systems and schemes.

Employees' entitlement to paid annual leave.

Employment agencies and businesses and using transfer fees fairly.

The payment guidelines you must follow when operating as an employment agency or employment business.

Rules and legal requirements for employment agencies that provide additional services or goods to jobseekers.

Employment agencies or businesses, work-seekers and providing travel or accommodation.

Steps the employment agency or employment business must take to ensure both parties are aware of what is required of them.

Checks that should be taken by employment agencies or businesses when supplying work-seekers who work with or care for vulnerable people.

Information that should be obtained before you place a worker with a hirer.

Terms and conditions that should be agreed with the hirer the first time you provide a service to them.

Terms that should be agreed with those looking to seek work.