Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work
Overview
Workplace bullying is a pervasive issue that can have serious effects on employees’ well-being and productivity. In response to this, the Republic of Ireland introduced the Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work. This code provides comprehensive guidance for employers and employees on recognising, addressing, and preventing bullying in the workplace.
The code defines bullying as repeated inappropriate behavior, direct or indirect, verbal, physical, or otherwise, that undermines an individual’s dignity at work. This can include behaviors such as verbal abuse, intimidation, exclusion, and interference with work performance. It emphasises that bullying can occur between colleagues at the same level, between managers and subordinates, or even between individuals outside the workplace who have a work-related relationship.
The key provisions of this code include:
- Definition of Bullying: The code defines bullying as repeated inappropriate behaviour, direct or indirect, verbal, physical, or otherwise, that undermines an individual’s dignity at work. This includes behaviours such as verbal abuse, intimidation, exclusion, and interference with work performance.
- Responsibilities of Employers: Employers are required to develop and implement a policy and procedures for preventing and resolving bullying. This includes appointing a contact person for bullying issues, providing training for managers and employees, and ensuring confidentiality throughout the process.
- Responsibilities of Employees: Employees are expected to adhere to the organisation’s anti-bullying policy, report any incidents of bullying, and cooperate with investigations. This encourages a culture of mutual respect and accountability in the workplace.
- Investigation Procedures: The code outlines the steps for investigating bullying complaints, emphasising fairness, impartiality, and confidentiality. This includes conducting interviews with the complainant, the alleged bully, and any witnesses, as well as documenting findings and recommendations.
- Resolution and Follow-up: After an investigation, appropriate action should be taken to address the bullying, which may include disciplinary measures or mediation. Follow-up measures should also be implemented to prevent recurrence, such as monitoring the situation and providing support to those involved.
This code of practice came into operation on the 20th of January 2021 and applies to the Republic of Ireland.
Does this code of practice affect my business?
Implementing this code of practice can have several positive impacts on businesses:
- Improved Workplace Culture: A clear anti-bullying policy and procedures can help create a more respectful and positive work environment, leading to increased employee satisfaction and retention.
- Enhanced Employee Well-being: By addressing bullying, businesses can improve employee morale and mental health, reducing absenteeism and turnover rates.
- Legal Compliance: Adhering to the code ensures compliance with Irish employment law, reducing the risk of legal action and reputational damage.
- Increased Productivity: A supportive work environment can lead to increased productivity and creativity, as employees feel more comfortable and valued.
The Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work is a crucial tool for addressing workplace bullying. By following the guidelines outlined in the code, employers and employees can work together to create a respectful and positive work environment where bullying is not tolerated.
Do I need this code of practice in my ISO Compliance Register?
The Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work applies to all employers and employees in the Republic of Ireland, regardless of the size or type of the business. However, businesses with larger workforces or those in high-stress industries may be particularly affected, as they may face a higher risk of bullying incidents.
We highly recommend that you add this code of practice to your ISO Compliance Register.
Legislation related to this code of practice
Legislation related to this code of practice include:
- Equality Act 2010
- Health and Safety at Work etc. Act 1974
- Employment Equality Act 2015
- Safety, Health and Welfare at Work Act 2005
More information
Visit Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work on the hsa.ie website.
Create an account in the ISO Compliance Register App and add this article to your Register.
