Workplace bullying is repeated inappropriate behaviour that undermines your dignity and right to work with respect. In Ireland, it is not something you are expected to simply put up with. Your employer has a legal obligation to prevent it — and if they fail, you have options.
Under the Safety, Health and Welfare at Work Act 2005, employers are legally required to maintain a safe and healthy workplace, which includes the psychological health of employees. The Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work sets out clear obligations on employers to have an anti-bullying policy, investigate complaints thoroughly, and take action to stop bullying.
Bullying is defined as repeated inappropriate behaviour that could reasonably be regarded as undermining the individual's right to dignity at work. A single incident of serious misconduct, while potentially actionable on other grounds, is not bullying under this definition — the repetition is key.
Before bringing an external claim, you are generally expected to have raised the bullying through your employer's internal complaints procedure. Keep a detailed written log of every incident — date, time, what was said or done, who was present. This log is your most important evidence.
Fiona had worked in a healthcare administration role in Limerick for five years without incident. When a new manager joined, things changed immediately. The manager made comments about Fiona's competence in front of colleagues, excluded her from project meetings, assigned her work below her grade, and on two occasions reduced her to tears during one-to-ones.
Fiona submitted a formal bullying complaint through HR after four months. The investigation took six weeks and concluded that the manager's style was direct but not bullying. Fiona received a letter. The manager received no visible consequence.
The behaviour continued for another four months. Fiona took sick leave due to stress and anxiety. Her GP documented the connection between her symptoms and her workplace situation.
Her solicitor helped her bring a claim to the WRC for breach of the employer's duty to provide a safe workplace. The GP evidence and Fiona's detailed incident log were central to the case.
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