Employment law is devolved in Northern Ireland (NI), which means many of the employment reforms introduced in Great Britain (GB – England, Scotland, and Wales) do not automatically apply there. Businesses in the screen sector that operate across the UK need to be aware of these differences to avoid risk and ensure compliance.
Flexible Working
From 6 April 2024, employees can request flexible working from Day 1 of employment.
They can make two requests per year.
Employers must respond within two months (previously three).
Employees no longer need to explain how the request might affect the business.
Holiday Pay for Irregular/Part-Year Workers
From 1 April 2024, holiday entitlement is set at 12.07% of hours worked for irregular and part-year staff.
Carry forward of leave is permitted in certain cases.
Redundancy Protection for Parents
Employees on maternity, adoption, or shared parental leave now have redundancy protection for at least 18 months.
Employers must offer suitable alternative vacancies before considering redundancy.
Carer’s Leave
From 6 April 2024, employees are entitled to one week of unpaid leave per year to care for dependants.
Preventing Harassment at Work
The Worker Protection Act comes into force on 26 October 2024.
Employers will have a stronger duty to prevent sexual harassment.
Employment Rights Bill (ERB)
A wide-ranging Bill is being debated in Parliament.
Proposals include: stronger rights from Day 1, reforms on dismissal, and enhanced trade union protections.
Northern Ireland has not yet adopted many of the GB changes above. However, the NI Executive has published the Good Jobs Review, setting out its vision for future reform.
Proposed Reforms in NI
Zero/Low Hours Contracts:
Workers may gain rights to reasonable notice of shifts.
Compensation could be due for last-minute cancellations.
Workers may gain a right to move to a banded hours contract reflecting actual working patterns.
Exclusivity Clauses: Banned in contracts offering income below the lower earnings limit.
Industrial Action: Plans to remove the 12-week dismissal protection limit for striking workers.
Information and Consultation: Lower thresholds so smaller workplaces can request information and consultation rights.
Current Position in NI
No Day 1 flexible working right (still subject to existing rules).
No new redundancy protections for parents yet.
Worker Protection Act not currently extended to NI.
Statutory pay and National Minimum/Living Wage updates continue to apply in NI.
Segment policies: Keep separate policies for NI and GB where rules differ.
Audit contracts: Especially for zero-hours and casual staff in NI, review how banded hours or shift cancellations may be handled in future.
Update GB policies now: Flexible working, carer’s leave, and redundancy protections must already be implemented in GB.
Monitor NI legislation: The Good Jobs Review signals major upcoming changes. Track progress and prepare draft updates.
Train managers separately: Ensure managers understand that not all rights apply UK-wide.
Communicate clearly with staff: Avoid confusion by setting out which rights apply in each region.
In summary: GB has already introduced significant reforms, while NI is still in consultation and may take a different path, especially around zero-hours contracts and industrial action. Screen businesses working across the UK should adopt a region-specific approach to contracts, policies, and staff communications.
This guidance is for general information only and is not a substitute for legal advice.