What does “dignity at work” mean in Ireland?

A workplace must protect each person’s right to be treated with dignity and respect. Conduct that undermines dignity—whether in person or online—falls within bullying or harassment and must be addressed under Irish employment equality law.

What is harassment at work?

Harassment is unwanted conduct related to protected grounds (civil status, family status, sexual orientation, religion, age, race, nationality or ethnic origin, disability, or membership of the Traveller community) that violates a person’s dignity. It is prohibited under the Employment Equality Acts; allegations must be taken seriously, investigated promptly and confidentially, and may lead to disciplinary action up to dismissal. Victimisation for reporting or assisting with an investigation is also unlawful.

What is bullying in the workplace?

Bullying is any recurring inappropriate conduct—by one or more persons—aimed at an individual or group that undermines their right to dignity at work. It can be verbal, physical, or online (cyberbullying).

What are examples of bullying or harassment?

• Social exclusion or isolation
• Damaging someone’s reputation through gossip or rumour
• Any form of intimidation
• Aggressive or obscene language or behaviour
• Repeated requests for unreasonable tasks

These behaviours may occur in person or via digital channels.

How can harassment and bullying happen when staff work from home?

Examples include cyberbullying (offensive posts or emails), excessive micromanagement or monitoring, excluding people from emails or meetings, calling outside working hours, or pressuring extra hours without agreement. The same grievance procedures and dignity-at-work policies apply to remote work as to on-site work.

What does racism at the workplace look like?

Racism may appear as discrimination, written or verbal harassment, or physical violence. A report highlighted by the Immigrant Council of Ireland recorded 120 racism cases in one year (with a spike in mid-2013), and the workplace was the most commonly reported setting—around one-fifth of incidents. (This figure is historical but shows that workplaces are a key setting for racist incidents.)

What are employers’ legal responsibilities and risks?

Employers can be held accountable for bullying and harassment—including where they were not aware—unless they can show they took all reasonably practicable steps to prevent it and acted immediately and fairly when issues arose. Breaches can expose employers to compensation awards and, in severe cases, fines or imprisonment on summary conviction. Bullying also creates a hostile environment and can affect health and safety, linking to duties under the Safety, Health and Welfare at Work Act 2005.

What should a dignity-at-work policy and related procedures include?

• Clear zero-tolerance statement on bullying, harassment, and victimisation
• Scope covering on-site and remote work
• How to raise concerns (informal and formal routes) and access to the grievance policy
• Commitment to prompt, confidential, and impartial investigations
• Potential disciplinary outcomes up to dismissal
• Roles and responsibilities (including managers and HR/outsourced HR)
• Communication and awareness measures so staff know the standards and process
• Specific references to protected grounds under equality law

These measures should be set out in the Employee Handbook and communicated clearly.

How should employers investigate fairly and support staff?

Act immediately on credible allegations; keep matters confidential; gather facts impartially; and document steps taken. Empower and train managers to handle concerns sensitively and model acceptable behaviour. Maintain active communication and involvement with teams so issues are spotted early.

What evidence and records help demonstrate compliance?

Keep written policies, training and communication records, investigation notes, and decisions taken. These records help show the organisation took “reasonably practicable” steps to prevent and address bullying, harassment, and racism. (The pages stress the need to prove preventive and responsive actions; they do not prescribe specific record formats.)

Are there any data gaps or dated figures in the sources?

Yes. Statistics on racism (2013) and survey results on bullying (2015) are historical; they illustrate risk but may not reflect current prevalence. The legal duties and policy expectations described remain consistent within the cited guidance.