Employing people in Northern Ireland
- 1 step
Northern Ireland Statutory Rule
1999
United Kingdom
Fair Employment (Monitoring) Regulations (Northern Ireland) 1999
At a glance
Enforced by
What's here
12 compliance obligations, 1 practical guide · 4 journeys
Penalty landscape
4 of 12 obligations carry an unlimited fine. 1 carries different penalties and 7 have no criminal penalty — flagged in the list below.
Who this Act binds
Business-side actors with duties under this Act, ranked by how often they appear.
- Employer 10
- Any Person 2
Step-by-step journeys using this legislation
Walkthroughs that take you from a real business situation to compliance.
Relevant guidance
Practical guides for businesses affected by this Act, ordered by how closely they engage with it.
Supporting — topic alignment
1 guidesOther Acts binding the same actors
For each actor bound by this Act, the other UK Acts that bind them most often. Useful for understanding the full compliance landscape facing each role.
Employers also bound by 171 other Acts (top 5 shown)
- Provision and Use of Work Equipment Regulations 1998 1998 204 duties
- The Income Tax (Pay As You Earn) Regulations 2003 2003 201 duties
- Electricity at Work Regulations 1989 1989 55 duties
- Fire Safety (Scotland) Regulations 2006 2006 51 duties
- TULRCA 1992 1992 47 duties
Any Person also bound by 749 other Acts (top 5 shown)
- Human Medicines Regulations 2012 2012 110 duties
- Licensing Act 2003 2003 105 duties
- Merchant Shipping Act 1995 1995 97 duties
- Road Traffic Act 1988 1988 95 duties
- Air Navigation Order 2016 2016 86 duties
What this Act requires
Sections that create concrete duties on businesses or carry penalties. Procedural and definitional sections are folded into the “Browse other sections” expander at the bottom of each group. Click any section title to read the source text on legislation.gov.uk.
Part I — INTRODUCTION
Browse 4 other sections in this Part — procedural / definitional / commencement
Part II — MONITORING RETURNS
Prescribed information
- Submit monitoring returns with religious and community background data Employer
Period within which prescribed information shall be obtained
- Obtain equality monitoring information within specific timeframes Employer
Principal method of making a determination in respect of applicants
- Determine the religious community of job applicants Employer
Disclosure to employees
- Notify employees of their community background monitoring status Employer
Directions by the Commission
- Comply with monitoring method directions from the Commission Employer
Browse 6 other sections in this Part — procedural / definitional / commencement
Part III — OBTAINING AND RETAINING MONITORING INFORMATION AND OFFENCES
Confidentiality of monitoring information
Unlimited fine- Disclose confidential monitoring information Employer
Records about employees and offences in respect of those records
Unlimited fine- Fail to retain employee monitoring records Any Person
Information about applicants and offences in respect of that information
Unlimited fine- Fail to retain applicant data or give false information Employer
Offence of employer serving a return not in accordance with Regulations
Fine up to £10,000- Fail to submit a correct monitoring return Employer
Offence of giving and including in returns false information
Unlimited fine- Provide false information on employment monitoring return Any Person
Browse 1 other section in this Part — procedural / definitional / commencement
Schedules
Prescribed Information
- Submit annual monitoring returns on workforce community background Employer
PRINCIPAL METHOD OF DETERMINING THE COMMUNITY TO WHICH EMPLOYEES BELONG
- Monitor and record the community background of employees and applicants Employer
Browse 1 other Schedule — structural / supplementary
Enforcement and responsible bodies
The regulators that administer or enforce this legislation.
Equality and Human Rights Commission
Statutory body responsible for enforcing equality and non-discrimination laws. Provides guidance on the Equality Act 2010, conducts inquiries, and can take enforcement …
Connected legislation
parent Act
These instruments amend, apply, or refer to this Act. They may not all create direct business obligations.
Made under
Fair Employment and Treatment (Northern Ireland) Order 1998 1998 Primary Act
Explore more
Browse legislation
Find other UK business legislation with related guidance.
Regulators
Learn more about the bodies that enforce this legislation.