An overview of the main differences in employment law between Northern Ireland and Great Britain (made up of England, Scotland and Wales)
People professionals with responsibility for employees in the UK must be aware of the employment law differences between Great Britain (England, Wales and Scotland) and Northern Ireland. Employment law in Northern Ireland is devolved (transferred regionally) and therefore there are key differences in legislation.
Historically, Great Britain and Northern Ireland had similar employment rights and obligations. However, after decades of change in this area, there is now substantial divergence.
This employment law page, for CIPD members, provides an introductory overview of the key differences and important areas of legislation between Great Britain and Northern Ireland. It covers the likes of:
The page provides a comparison of the principal Northern Ireland and Great Britain employment laws, and lists codes of practice that apply in Northern Ireland.
Practitioners should note that in addition to employment law being devolved (transferred), the laws on health and safety at work are also separated. The Health and Safety Executive for Northern Ireland provides information on the codes of practice and guidance in this area.
In addition, there are a range of codes of practice usually issued by either the Labour Relations Agency or the Equality Commission for Northern Ireland, and previously by the Department for Employment and Learning for Northern Ireland. The provisions of some of these do vary significantly from equivalent codes of practice in Great Britain, some of them being much longer and more detailed.
In ‘Links to relevant legislation and codes of practice’ we provide links to the main legislation for Northern Ireland and the main Codes of Practice broken down by the main areas of employment law by theme for ease of use. The Labour Relations Agency (LRA) in Northern Ireland provides a full list of statutes if further detail is required.
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While every care has been taken in compiling this content, the CIPD cannot be held responsible for any errors or omissions. These notes are not intended to be a substitute for specific legal advice.
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