07/09/2026

The Employers Federation welcomes the opportunity to respond to the consultation on the proposed Good Jobs Charter for Northern Ireland. We represent employers of all sizes and across a wide range of sectors, and we are keen to engage constructively on measures that support good workplaces, economic growth and productivity.

We support the overall aim of attracting and retaining talent, developing skills, improving productivity and creating positive working environments. These are objectives that benefit employers, employees and the wider economy.

However, we have concerns about the way the consultation has been framed. The opening question asks respondents to choose between different models of a Good Jobs Charter, ranging from a light-touch approach to a more formal charter. While it is reasonable to seek views on how a charter might operate, the consultation assumes that a charter will be introduced.

We believe there should also be consideration of whether a charter is necessary in the first place and whether it is the most effective way to improve job quality. The consultation does not clearly identify the problem the charter is intended to address or explain how it will achieve its objectives.

Any new initiative should deliver clear value and avoid creating unnecessary burdens for employers. If a charter is developed, we would support a voluntary, proportionate and non-regulatory approach. Employers are more likely to engage with a practical framework that encourages good practice than with a model that relies on accreditation, governance structures or reporting requirements.

The consultation also seeks views on seven indicators based on the Carnegie Framework. Most employers would support the broad principles behind these indicators, including employee wellbeing, fair treatment, employee voice, good management and opportunities for development.

However we also have concerns about the consultation process itself. The survey is not particularly user-friendly and requires respondents to select from a number of very specific options before they can progress. There is no opportunity to indicate that none of the options reflects their view or to offer an alternative position.

This creates difficulties for organisations that support good employment practices in principle but do not agree with the specific options presented. Respondents are effectively required to select an option (even where they may believe that none are appropriate) that could lead to results that do not accurately reflect stakeholder views.

Again many of the examples are highly prescriptive and may be more easily implemented by larger organisations than by smaller employers that require greater flexibility. Northern Ireland’s economy is made up of over 80% of SME’s and any framework should recognise that there is no single definition of a “good job” that will suit every sector, business or workforce.

Overall, the Employers Federation supports the promotion of good jobs and good workplace practices. If the Department decides to proceed with a charter, it should be:

• Voluntary;
• Non-regulatory;
• Proportionate;
• Flexible enough to reflect different sectors and business models; and
• Focused on encouraging good practice rather than creating additional compliance obligations.

We look forward to continuing to engage with the Department, the Labour Relations Agency and other stakeholders as this work develops.