On 16 October 2025 the Economy Minister, Dr Caoimhe Archibald launched a three-year Skills Action Plan to help Northern Ireland develop the skilled workforce needed to support economic growth. The plan outlines how the Department for the Economy will work with businesses, education providers, and communities to improve access to training and ensure people have the skills to succeed in a changing economy.

What the Plan Aims to Do

 The action plan focuses on three main areas:

1. Working together with industry and education partners to develop better ways of delivering skills.
2. Improving the current system by building on successful programmes and institutions.
3. Creating an inclusive and forward-looking skills environment that helps people from all backgrounds reach their potential.

These efforts support the Minister’s broader Economic Vision, which aims to create more good jobs, promote regional balance, raise productivity, and reduce carbon emissions.

Why this matters to Employers

 Although employment levels are high, many businesses are struggling to find workers with the right skills. The Skills Barometer shows there’s a shortage of skilled labour across all sectors. At the same time, new industries and technologies are driving demand for highly skilled workers, and economic inactivity remains a challenge.

To address this, the Department is investing in programmes like Skill Up and Step Up, expanding Apprenticeships, and developing a new Careers Portal. The expansion of Ulster University’s Magee campus to 10,000 students is also expected to boost skills and drive growth in the North-West.

Next Steps: Reform and Collaboration

 The next phase of the plan focuses on reforming how skills are developed and delivered. A sector-based approach will be used to better support the needs of different industries, building on successful models like the Digital Skills and Green Skills Action Plans.

The Skills Council will continue to play a key role in connecting stakeholders and reducing fragmentation in the system. Its sub-groups will be reviewed to ensure they reflect the needs of employers and communities.

The Department will also work with Invest NI to improve how skills provision is communicated and aligned with economic priorities. Efforts will be made to support Irish Medium learners and ensure fair access to qualifications.

Funding and Accountability

 Delivering the plan depends on securing funding. The upcoming Westminster Spending Review and proposed multi-year budget will be critical. The Department will also continue to explore alternative funding sources, such as PeacePlus, the Shared Island Fund, and Investment Zones.

Progress will be tracked through regular reporting, with a formal update due by September 2026. A new evaluation strategy will help measure the impact of skills programmes and ensure they support the goals of the Skills Strategy.

 Looking Ahead

 There is optimism across government and industry about the potential of this Skills Action Plan to deliver meaningful change. However, many of its goals are based on long-term achievements that will take time to realise. Success will depend not only on sustained investment and collaboration, but also on the ability to adapt to changing economic conditions and workforce needs. Employers, educators, and policymakers will need to remain engaged and responsive as the plan unfolds.

The Department for Communities has published its Response To The Public Consultation on Gender Pay Gap Information Regulations. This consultation ran from November 2024 to February 2025 and gathered views on how gender pay gap reporting should work in Northern Ireland.

There were a total of 15 questions and the key areas covered in the consultation. In summary:

• Who must report: All employers across all sectors (public, private, and voluntary sectors) who are above the threshold must report – however disappointingly the Department has yet to decide the threshold. This is likely to be either 250 (in line with UK) or 100 in line with the Pay Transparency Directive
• How to calculate pay gaps: Department has decided that ONS definition of pay and the standard methodology (currently uses gross median hourly earnings excluding overtime when calculating the Gender Pay and it is recognised as the standardised methodology used in UK should be adopted.
• How often to report: Employers will be required to report annually.
• Where and how to publish: Employers will be required to publish the report on their website and the Department will also explore having central location to report as in the UK.
• Action plans: Employers will be required to publish plans to address any pay gaps.
• Ethnicity and Disability: I The Department does not believe ethnicity and disability pay gap reporting can be enforced under current Gender Pay Gap Regulations, as employers are not legally required to collect this data and disclosure is voluntary. For now, reporting on these areas will not be required, but the Department will monitor progress on the UK Equality Bill before making further decisions.
• Responsibility: Consensus is that Equality Commission Northern Ireland’s existing role in equality and fair employment makes it well positioned and should take on this responsibility.
• Compliance: Department is still considering the appropriate sanctions and may focus first on encouraging compliance, with penalties scaled based on the size of the organisation.

The Department received 45 responses (41 of which were viable) and has used this feedback to shape its final policy proposals.

When: The Department aims to introduce the Regulations to give effect to Gender Pay Gap reporting as soon as possible after the Good Jobs Employments Rights Bill receives Royal Assent.

This is not likely to happen until 2027 and therefore the first reports will be in 2028.

Interesting The Department is carefully considering how the EU Pay Transparency Directive may influence future changes. The Pay Transparency Directive requires businesses over 100 workers to report on their Gender Pay Gap information.

Whilst it is still unclear how the Pay Transparency Directive will apply in Northern Ireland. Both the Equality Commission and the Human Rights Commission for Northern Ireland believe that, under the Windsor Framework’s dynamic alignment, most obligations under Pay Transparency Directive should be adopted and implemented.

Summary of Responses to the Questions

Q 1 – Do you agree that the threshold of 250 employees is also appropriate for Northern Ireland? If not, what do you think is an appropriate threshold? 

A threshold of 250 employees is used in England, Scotland, and Wales.

38% of respondents agreed that 250 employees is the right threshold.

Others felt it was too high, noting that only 0.4% of employers in Northern Ireland have more than 250 staff.

However, those larger employers account for over half of all employees in Northern Ireland. Lowering the threshold to 100 employees would include nearly 10% more workers.

The Information Commissioner’s Office supported having a clear threshold to protect employee privacy and ensure compliance with data protection laws.

As stated above the Department is considering the potential impact of the EU Pay Transparency Directive which applies to EU Member States. The EU Pay Transparency Directive to report for companies with 100+ employees but allows smaller employers to report voluntarily.

The Department is still considering the best threshold and will factor in developments from the EU Directive. The final regulations will be introduced after the Good Jobs Employment Rights Bill becomes law.

Q 2. Do you agree with this aspect of the legislation, i.e. the scope should include all sectors?

94% of respondents agreed that all sectors (public, private, and voluntary) should be included. Although Northern Ireland has the lowest gender pay gap in the UK, the Department believes there are still differences that need to be addressed:

The Department agrees that all sectors should be included in the Regulations

Q 3 Do you agree that this methodology should be used?

The UK currently uses gross median hourly pay (excluding overtime) as the standard method. 74% of respondents agreed, saying it would help ensure consistency and allow comparisons across the UK.

The Department agrees that using a standardised method is important to keep reporting clear and consistent with the rest of the UK.

Q 4 Do you agree that we use the Office for National Statistics (ONS) definition of calculating ‘pay’?

81% of respondents agreed, saying it would help keep data consistent across the UK.

The Department agrees that using the ONS definition is the right approach. It ensures consistency and comparability with UK data. The final Regulations will clearly explain what types of pay must be included—and what should be excluded—when calculating gender and bonus pay gaps.

Q 5 Do you agree with the proposal to use mean and median figures?

The Department agreed that the standard method used by ONS to calculate mean and median gender pay gaps should be adopted. 83% of respondents agreed, saying it would help ensure consistency and allow comparisons across the UK.

Employers should expect to use this method when reporting gender pay gaps.

Q6 For employers that will be within the scope of these Regulations, can you currently calculate Gender Pay Gap figures from your systems?

73% said yes.

Q 7 – Do you agree with the proposal to use the specified snapshot date when calculating gender pay information?

The Department asked whether a fixed snapshot date—5 April—should be used to calculate gender pay gap figures. 25 respondents agreed, while 13 disagreed.

Some disagreed due to concerns about Easter holidays affecting pay patterns, or that a single date doesn’t reflect seasonal or part-time work, especially for women.

Many suggested using average earnings over a longer period, such as three months.

A few supported the UK approach, which uses two snapshot dates:

• 31 March for most public sector employers
• 5 April for private, voluntary, and other public sector employers

In Ireland, employers choose a snapshot date in June, and report based on the previous 12 months. The Department now supports using two snapshot dates, in line with the rest of the UK. This will help ensure consistency and allow for direct comparisons between Northern Ireland and other UK regions.

Q 8 – Do you think the Regulations should specify where the employer publishes their Gender Pay Gap information?

Many suggested publishing the data on both the employer’s website and a central Government website. The key message was that the information should be easy to find, transparent, and consistent.

• In the UK, employers publish gender pay gap data on a central Government website.
• In Ireland, employers publish it on their own website or in another accessible way and must keep it available for 3 years.

The Department has decided that employers will be required to publish gender pay gap data on their own website (if they have one). The Department is also exploring the option of a central Government website for annual reporting, similar to the rest of the UK.

Q 9: Do you agree that the publication of Gender Pay Gap information will encourage employers to take action to close the Gender Pay Gap?

78% of respondents agreed it would help drive action. The Department agrees that publishing the data is important but believes employers should also create action plans to help close the gap.

Q 10: Do you agree that employers should publish this information on an annual basis?

The Department confirms that annual reporting will be required in Northern Ireland.

Q 11 – Do you have any comments on providing Gender Pay Gap information relating to a workers (a) ethnicity and / or (b) disability?

Most responses supported the idea in principle. However, several concerns were raised:

• No agreed definitions or standard methods for measuring ethnicity and disability pay gaps
• Employees may be reluctant to disclose this information
• Risk of identifying individuals, especially in small teams
• GDPR and privacy concerns
• Data may be unreliable or incomplete
• Employers would need clear legal guidance to collect and report this data

Currently, UK and Ireland do not require employers to report ethnicity or disability pay gaps. The UK Government is considering introducing this through the upcoming Equality (Race and Disability) Bill, which may apply to employers with over 250 employees.

Department supports the idea but does not believe it can be enforced under current Gender Pay Gap Regulations. Employers are not legally required to collect ethnicity or disability data, and employees can choose not to disclose it. The Department will monitor developments in the UK Equality Bill before making further decisions. This means that ethnicity and disability reporting will not be required initially.

Q 12 – Do you agree that employers should produce and publish action plans?

In the UK, action plans are not currently mandatory, but the Government is considering introducing them.

In Ireland, employers must publish a statement explaining their gender pay gap and what steps they’re taking to reduce it.

The Department has decided that employers will be required to produce and publish action plans. The Department will provide guidance on:

• What to include in the plan
• How often it should be updated
• Where it should be published
• Who it should be shared with

Q 13 – In your opinion, which body / organisation should be responsible for monitoring and enforcing the Gender Pay Gap?

Most respondents said the Equality Commission for Northern Ireland (ECNI) is the right body. In the UK, this role is handled by the Equality and Human Rights Commission (EHRC). In Ireland, enforcement powers are shared between the Irish Human Rights and Equality Commission (IHREC) and the Workplace Relations Commission.

The Department agrees that ECNI should take on this role in Northern Ireland. ECNI already monitors public sector equality duties and fair employment, making it well suited to oversee gender pay gap compliance.

Q 14 If you are an employer, what is your assessment of the costs to your business of conducting gender pay analysis and publishing the information?

As Gender Pay Gap Reporting will be a legal requirement for employers above the set threshold. Businesses must ensure their systems can produce the necessary data.

Q 15. What sanctions, other than an offence, do you believe would be appropriate if an employer fails to comply with these Regulations?

Some felt no fines should be imposed and suggested the Equality Commission for Northern Ireland (ECNI)investigate non-compliance.

Others proposed:

• Fines, especially for larger organisations
• Public naming of non-compliant employers
• Support and guidance to help employers meet requirements
• Formal warnings and mandatory training for initial failures
• Stronger penalties for repeated or serious breaches, such as:
• Restrictions on public contracts or funding
• Possible action against directors

The Department is still considering the appropriate sanctions and may focus first on encouraging compliance, with penalties scaled based on the size of the organisation.

2025 Employment Law & HR Conference 2025: Supporting Employers in a time of Change

Our Annual Employment Law & HR Conference was held on 9 September 2025. This was a sold-out event where we were joined by employers from across all sectors in Northern Ireland.

Our Conference ethos is always to share knowledge and information in a practical an accessible way. Employers come away not only with valuable and relevant learnings, but also with the tools and understanding of how to put these into practice. We covered a wide variety of topics including legislative developments, case law, soft skills and much more.

The Minister for the Economy

We were delighted to be joined by the Minister for the Economy who opened the Conference with a short address on the Good Jobs Bill. The Minister discussed the importance for both employees and employers that good jobs are created in Northern Ireland. Her message was clear, good jobs are central to a thriving economy, and employers have a vital role to play.

We thanked the Minister before she headed off for the first day back in the Assembly following the summer recess.

Policy in Focus: The Good Jobs Bill

Michelle McGinley, Director of Legal & Policy, then guided delegates through the Department for the Economy’s Response to the Good Jobs Public Consultation and what the Department has decided to take forward. Michelle considered each of the four Themes:

• Theme A: Terms of Employment
• Theme B: Pay and Benefits
• Theme C: voice and Representation
• Theme D: Work-Life Balance

Whilst the Department has indicated the proposals it intends to take forward, some of the finer detail around how they will operate is yet to be decided. The proposal to take forward a general right for trade union access sparked lively and important conversations throughout the day.

Tackling Sexual Harassment

Sara Plower, Employment Lawyer, raised critical awareness around sexual harassment in the workplace, offering practical insights into how businesses can prevent incidents and respond effectively. The session was a timely reminder of the importance of proactive policies and a culture of respect.

Case Law review

Kathryn O’Lone, Senior Employment Lawyer, Head of ROI and Business Improvement, delivered two compelling reviews of recent case law. This included the impact of the Supreme Court judgment in For Women Scotland and the Court of Appeal ‘s nuanced decision in Higgs v Farmor, which explored how employers can balance competing views in the workplace.

Negotiation Strategies That Work

Enda Young, founder and CEO of the Centre for Negotiation and Leadership led a highly engaging and thought-provoking session on practical negotiation strategies for employers—a skill increasingly vital in today’s evolving workplace landscape.

Enda is running a course on negotiation at the Employers Federation office on 15 October 2025.

Diversity & Inclusion in Action

Judith Gillespie CBE, Co-Chair of the Diversity Mark Assessment Panel, and Christine White Director Diversity Mark explored the value of inclusive workplaces, highlighting why diversity and inclusion are more important than ever in building resilient, forward-thinking organisations and in retaining talent.

Panel Session

Karen Moore, Senior Lawyer, Head of Training (NI & ROI), hosted and organised the event, and also led a dynamic panel session reflecting on the morning’s discussions and the feedback from our digital polls. Enda Young and Christine White contributed to the panel; they were joined by Michael Neill, HR Manager: Industrial Relations, Musgrave, and Aileen Hoey, HR Director, Terex GB. The panel tackled key questions and offered fresh perspectives on issues including: positive working relationships between employers and trade unions; risk assessing the potential for sexual harassment in the workplace; and DEI.

Good Work Charter Preview

Elaine Clarke, Director of Employment Relations Services Labour Relations Agency,  shared an overview of the proposed Good Work Charter, offering an insight into what’s ahead for employers and employees alike.

Energy, Engagement & a Touch of Golf

The atmosphere throughout the day was full of energy – lots of networking, meaningful engagement, and even a few spot prizes and a touch of golf-themed fun to keep spirits high.

Thank You to Our Exhibitors & all Attendees

A heartfelt thank you to our exhibitors: Autism NI, NOW Group, The Labour Relations Agency, Employers For Childcare, Include Youth, and Quantum HR™—your presence added real value to the day.

And finally, to all the employers who joined us: your continued engagement means the world.

It’s a privilege to support you, and we never take your support for granted.

ZHC-paper-for-NI-Employers-Federation

As part of “voice and representation” under the Good Jobs Employment Rights Bill, the Department for the Economy is proposing to strengthen the role of trade unions.

To do this the Department plans to introduce a new right of trade union access to workplaces. This new proposed right of access will apply to all workplaces whether a trade union is currently recognised or not.

Right of Access in New Zealand

Under New Zealand’s Employment Relations Act 2000 (Sections 19–25), trade union representatives have a legal right to access workplaces during working hours for a range of purposes including: supporting members with employment-related issues; promoting union membership; and ensuring compliance with employment legislation. This access is automatic when a collective agreement is in force or is being negotiated for the work done at that site. In other cases, union representatives must seek employer consent which cannot be unreasonably withheld. Employers are required to respond to access requests promptly—by the next working day—and if no response is given within 2 working days, consent is deemed to have been granted.

Even when consent is not required, union representatives must comply with specific conditions. They must enter at reasonable times, follow health, safety, and security procedures, and act in a manner that respects normal business operations. Upon arrival, they are expected to notify the employer of their presence, provide identification and the reason for their visit. If the employer cannot be located despite reasonable efforts, the representative must leave a written notice detailing their identity, union affiliation, time, date, and purpose of entry. These protocols are designed to balance union access with operational integrity and workplace safety.

There are limited circumstances under which access may be denied. These include: national security concerns; religious exemptions (supported by a certificate under Section 24); and situations where no employees are union members and the workforce is fewer than 20 people. Employers who deny access must provide written reasons, and penalties may apply for breaches of the access provisions. The legislation aims to ensure fair and reasonable access for unions while safeguarding employers’ rights to manage their premises and maintain operational continuity.

Your views

We are now seeking employers’ views on the Department’s plans.

Your views will help shape the operational details of how increased trade union access might work in practice if brought into law. The Department has stated that the right will come in (subject to Executive approval).

We are seeking your views on a number of areas, including:

1. Preferred methods for unions to request access (written, verbal, or other)
2. Appropriate points of contact within a business (owner, HR, etc.)
3. Reasonable timeframes for acknowledging and arranging access (e.g. 5 working days vs. New Zealand’s 2-day standard)
4. Scope of access—whether limited to common areas or negotiated case-by-case
5. Digital access protocols, including employee consent and communication limits
6. Grounds for denying access and whether these should be legislated
7. Coordination of multiple union requests to avoid operational disruption
8. Enforcement mechanisms, including potential penalties for non-compliance

It will be important that any new obligations placed on employers are proportionate, clearly defined, and sensitive to the realities of running a business. Your input will help ensure that any final legislation (if passed by the Executive) deals with the practical constraints faced by employers. If you have any comments, or if you are interested in helping us to respond to more detailed questions, please contact info@eefni.org

On Wednesday 15 October 2025 Enda Young, founder and CEO of the Centre for Negotiation and Leadership, will be delivering a 1 day training session to Employers Federation Members at a special rate.

This course, Negotiation and Influencing Skills, will be held at our office and is designed for all HR staff, managers and leaders who want to improve their everyday negotiation and influencing skills.

 Less than 10 places remain available and the cost per person is £495 plus VAT.

Further details of the course are set out below.

To reserve a place, please contact john@eefni.org. Our standard booking and cancellation terms as set out in our terms of business (attached) apply. Terms of Business

Learning Outcomes:  

By the end of this programme, participants will be able to:

Understand Core Negotiation Principles: Recognise the key principles of negotiation, including interests, positions, Best Alternative to a Negotiated Agreement (BATNA), Zones of Possible Agreement (ZOPA) and apply them effectively in employer employee interactions

Develop Effective Communication Skills: Utilise active listening, questioning, and clear expression techniques to enhance understanding and rapport during negotiations

Identify and Manage Conflict: Recognise common sources of conflict in the workplace and analyse their own default conflict style

Enhance Influencing Techniques: Apply a range of influencing strategies, adapting them to suit different personalities and contexts, to achieve desired outcomes without damaging relationships

Plan and Structure Negotiations: Prepare effectively for negotiations by analysing the people, process and problem and develop a structured approach to achieve goals

Build Confidence in Negotiation Situations: Overcome common barriers to effective negotiation, develop resilience, and maintain composure under pressure.

Following the success of our autumn Hearing, we held a further Mock Tribunal Workshop on 5 June 2024 at the Culloden Estate.

Our case on this occasion dealt with allegations of age harassment, sexual harassment, and unfair constructive dismissal.

We were very privileged to be joined by Employment Judge Drennan KC who presided over the case. Two of our experienced solicitor advocates acted for the parties and our full-house of delegates watched the cross-examination of both the Claimant and the Respondent witness.

The Workshop was an excellent practical demonstration of what to expect at Tribunal and the style of cross-examination questions. Employment Judge Drennan KC gave some interesting insights from the perspective of the Judge/panel.

Given the excellent feedback, we hope to run a further in-person Mock Tribunal in 2025.

Employers Federation Employment Law & HR Conference – Wednesday 18 September 2024

We are delighted to announce that Karina Todd of Over The Bloody Moon* will be speaking at our Employment Law & HR Conference demonstrating how an Organisation can implement a Menopause Strategy into their Organisation. This will be a practical and insightful session on a topic that is relevant to all our businesses.

Karina will also bring the MenoVest along as part of her talk which delegates will be able to try during the breaks. The MenoVest^TM is a garment that simulates a few of the most disruptive menopause symptoms that include hot flashes and brain fog. It has been designed to encourage intersectional conversation, engagement, and allyship around menopause. Members may have seen the MenoVest^TM worn by politicians in Westminster and Stormont.

Over The Bloody Moon working in partnership with Employers Federation

After the Conference, and during October 2024, we are partnering with Over The Bloody Moon to roll out a series of in-depth menopause awareness training sessions. These sessions will be aimed at equipping managers in the workplace to be able to confidently support employees experiencing the effects of menopause.

Over The Bloody Moon will be delivering some of their key training programmes at our offices at a special per person rate, rather than their normal Organisation rate.

This will make the training accessible to a wider range of employers as there is no minimum number of delegates required to attend from one organisation. The training will include:

1. Menopause – Advanced People Manager Training
2. Menopause Ambassador Training
3. Menopause Allies Training

Further details of the training at our offices will be circulated over the next few weeks including dates and the special per person rate agreed for Employers Federation events. At this stage, we simply ask an expression of interest into the sessions by emailing info@eefni.org

*Over The Bloody Moon

Over The Bloody Moon (OTBM) is a global menopause training agency with a best practice framework to help organisations become menopause inclusive. Services include award-winning training and experiential learning events, webinars and digital resources. They are the proud recipients of the 2023 Elite Business Award for “Best Menopause Training Organisation.”