Know your rights. Document everything. Get the support you deserve.
Under the HSA Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work (2021), workplace bullying is defined as repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another that could reasonably be regarded as undermining the individual's right to dignity at work.
Harassment is unwanted conduct related to any of the 9 protected grounds under the Employment Equality Acts: gender, civil status, family status, sexual orientation, religion, age, disability, race, or Traveller community membership. Unlike bullying, harassment does not need to be repeated — a single incident is sufficient.
Documentation is your most powerful tool. Start recording immediately, even if you're unsure whether to make a formal complaint.
If safe to do so, tell the person their behaviour is unwelcome and ask them to stop. Sometimes people are unaware of the impact. You can do this directly, in writing, or through a trusted colleague.
Make a written complaint to your HR department or designated contact person. Your employer is legally required to have a bullying/harassment policy and investigation procedure. They must investigate within a reasonable timeframe.
Your employer should appoint an impartial investigator (often external). Both parties give statements, witnesses are interviewed. You have the right to be accompanied by a colleague or union rep at all meetings.
The investigator makes findings and recommends action. If bullying is upheld, sanctions may include warnings, transfer, demotion, or dismissal of the bully. Both parties can appeal the decision.
If your employer fails to address the complaint, or if the bullying is harassment on protected grounds, you can refer the complaint to the Workplace Relations Commission. Time limit: 6 months from the last incident (extendable to 12).
Your employer cannot penalise you for making a complaint in good faith. This includes dismissal, demotion, unfavourable changes to conditions, or any other adverse treatment. Penalisation itself is actionable at the WRC.
If bullying makes your position untenable and you resign, you may have a claim for constructive dismissal. However, you must generally exhaust internal procedures first. Always seek legal advice before resigning.