Prospective
10. Any provision in any agreement (whether an employee’s contract or not) is void in so far as it purports to exclude or limit the operation of any provision of regulations 6 to 16.N.I.
Commencement Information
I1Sch. para. 10 in operation at 6.4.2006, see reg. 1
11.—(1) Any provision in any agreement (whether an employee’s contract or not) is void in so far as it purports—N.I.
(a)to exclude or limit the operation of any provision of this Schedule, or
(b)to preclude a person from bringing any proceedings before an industrial tribunal under this Schedule.
(2) Sub-paragraph (1) does not apply to any agreement to refrain from instituting or continuing proceedings before an industrial tribunal where the Labour Relations Agency has taken action under Article 20 of the Tribunals Order (conciliation).
(3) Sub-paragraph (1) does not apply to any agreement to refrain from instituting or continuing before an industrial tribunal proceedings within Article 20(1) of the Tribunals Order (which specifies proceedings under these Regulations as being proceedings where conciliation is available(1)) if the conditions specified in paragraph 12 regulating compromise agreements are satisfied in relation to the agreement.
Commencement Information
I2Sch. para. 11 in operation at 6.4.2006, see reg. 1
12.—(1) For the purposes of paragraph 11(3) the conditions regulating compromise agreements are that—N.I.
(a)the agreement must be in writing;
(b)the agreement must relate to the particular proceedings;
(c)the employee must have received advice from a relevant independent adviser as to the terms and effect of the proposed agreement and, in particular, its effect on his ability to pursue his rights before an industrial tribunal;
(d)there must be in force, when the adviser gives the advice, a contract of insurance, or an indemnity provided for members of a profession or a professional body, covering the risk of a claim by the employee in respect of loss arising in consequence of the advice;
(e)the agreement must identify the adviser, and
(f)the agreement must state that the conditions in heads (a) to (e) are satisfied.
(2) A person is a relevant independent adviser for the purposes of sub-paragraph (1)(c) if he—
(a)is a qualified lawyer;
(b)is an officer, official, employee or member of an independent trade union who has been certified in writing by the trade union as competent to give advice and as authorised to do so on behalf of the trade union, or
(c)works at an advice centre (whether as an employee or as a volunteer) and has been certified in writing by the centre as competent to give advice and as authorised to do so on behalf of the centre.
(3) A person is not a relevant independent adviser for the purposes of sub-paragraph (1)(c)—
(a)if he is, is employed by or is acting in the matter for the employer or an associated employer;
(b)in the case of a person within sub-paragraph (2)(b) or (c), if the trade union or advice centre is the employer or an associated employer, or
(c)in the case of a person within sub-paragraph (2)(c), if the employee makes a payment for the advice received from him.
(4) In sub-paragraph (2)(a) “qualified lawyer” means a barrister (whether in practice as such or employed to give legal advice) or a solicitor who holds a practising certificate.
(5) In this paragraph—
(a)“independent trade union” has the same meaning as in Article 2(2) of the Industrial Relations (Northern Ireland) Order 1992(2) (interpretation), and
(b)for the purposes of sub-paragraph (3) any two employers shall be treated as associated if—
(i)one is a company of which the other (directly or indirectly) has control, or
(ii)both are companies of which a third person (directly or indirectly) has control,
and “associated employer” shall be construed accordingly.
Commencement Information
I3Sch. para. 12 in operation at 6.4.2006, see reg. 1
See paragraph 9 of the Schedule to these Regulations
S.I. 1992/807 (N.I. 5)