Employment Legislation

This page contains a list of employment legislation which is currently applicable in the Isle of Man together with some other legislation which is relevant to employing people.

Acts, such as the Employment Act 2006, may be revised from time to time and amendments made by subsequent legislation will be incorporated into the text of the original Act. The Attorney General’s Chambers updates all Acts when they are amended and current Isle of Man Acts can be found on the Isle of Man Government on-line legislation website at legislation.gov.im. (As that website is most likely to contain completely up to date versions of Acts the table below does not contain hyperlinks to Acts).

Most secondary legislation (e.g. Regulations, Orders) is not revised and is in the form in which it was originally made. To locate an item please click on the associated hyperlink in the table below.

If you cannot find an item of employment legislation you are searching for please email emplaw@gov.im.

Acts

Control of Employment Act 2014
Employers Liability (Compulsory Insurance) Act 1976
Employment Act 2006
Employment Agencies Act 1975
Equality Act 2017
Minimum Wage Act 2001
Redundancy Payments Act 1990
Trade Disputes Act 1985
Trade Disputes (Regulation) Act 1936
Trade Unions Act 1991

Codes of Practice and Guidance

Codes of practice are written in clear terms for lay people in order to provide practical guidance on specific topics. The Department for Enterprise has powers to issue codes for the purpose of improving industrial relations while the Cabinet Office has powers to issue codes in connection with the Equality Act 2017. The following codes are in operation:

Time Off for Trade Union Duties and Activities 1992
Recognition of Trade Unions 2001
Disciplinary and Grievance Procedures in Employment 2007
Equality Act 2017: Statutory Code of Practice on Employment (2019)

The legal effect of the Codes is that whilst a breach of any of the Codes does not render a person liable for proceedings, they are admissible and are to be taken into account if relevant in any proceedings before the Employment and Equality Tribunal.

In addition, section 7(5) of the Equality Act empowers a Department to issue guidance on the definition of disability for the purposes of that Act. While such guidance does not impose any legal obligations in itself, nor is it an authoritative statement of the law, Schedule 1, Paragraph 12 to the Act requires that an adjudicating body which is determining for any purpose of the Act whether a person is a disabled person, must take into account any aspect of this guidance which appears to it to be relevant.

The following guidance is in operation: