Bullying remains a major issue for Irish workplaces, and why that’s a problem

Recent research from The Workplace Equality Report found that 88% of survey respondents say that bullying remains a significant issue in their workplace. Almost one third reported personally experiencing bullying or harassment, while 23% say that they have witnessed such behaviours.

These numbers might come as a shock. Despite evolving awareness, the troubling reality is that for many employees work isn’t the safe and supportive environment it should be. In this blog, we’ll delve into the various forms that bullying can take, review your obligations as an employer, and provide valuable insights on how you can foster a healthier and more inclusive workplace.

What forms can workplace bullying take?

Workplace bullying can show up in many ways, ranging from subtle things to overtly aggressive behaviour. As a business owner, it can be helpful to recognise the signs so you can help tackle them early.

• Verbal abuse: This includes persistent insults, humiliation, or unwanted criticism, often intended to undermine someone’s confidence

• Social exclusion: Leaving someone out of meetings, conversations, team activities to isolate them

• Cyberbullying: With remote work and digital communication on the rise, online harassment via emails, teams messaging, or social media is a growing concern

• Intimidation: Threatening behaviour such as yelling, aggressive body language, or misuse of authority can create a hostile work environment

• Work sabotage: Deliberately withholding information, setting unattainable goals, or assigning unreasonable workloads to cause frustration or failure

• Physical harassment: While less common, any physical contact or threatening gestures meant to intimidate, humiliate or harm an individual falls under this category

Bullying isn’t always immediately obvious, and in many cases, it might just be dismissed as a “bit of harmless banter”, or “just a part of the culture.” But it’s effects—poor mental health, decreased productivity, and increased turnover—can devastate both your staff and business alike.

What does the law say about workplace bullying?

Irish law requires employers to provide a safe and healthy workplace. Under the Safety, Health and Welfare at Work Act 2005, employers must take reasonable steps to prevent bullying, while the 2021 Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work outlines how to address complaints and prevent it from happening in your workplace.

One case recently saw an employee win €40,000 for a successful workplace bullying claim. This shows why it’s crucial to take bullying seriously. Ignoring it can result in legal claims and reputational harm. Taking proactive measures is essential.

How should I address bullying in the workplace?

Stopping workplace bullying starts with clear processes. You also need a strong commitment to making your workplace a safe and positive environment for everyone.

First things first: a solid anti-bullying policy. It should spell out exactly what bullying is. Give examples of behaviours that won’t be tolerated and explain how employees can report incidents and what will happen next. Having this written down makes sure expectations are crystal clear, including that you take bullying seriously.

Next, make sure everyone knows how to spot and stop bullying by providing training. Help your team—especially managers—recognise the signs. They need to understand the impact of bullying and feel confident handling complaints. A little preparation goes a long way in stopping issues before they escalate.

You also need an easy and confidential way for people to report bullying. If someone feels uncomfortable coming forward, they’ll be less likely to speak up, which only makes the problem fester. Once a report comes in, you’ve got to act quickly and fairly. Follow a thorough, impartial, transparent, and well-documented process. Make sure everyone knows their privacy will be respected.

Don’t forget about the people affected. Bullying can have a big impact, so offering support in the way of an EAP (Employee Assistance Programme) can show you care and help people bounce back. Otherwise, keep an eye on your overall workplace culture. Regularly check in with staff, run surveys, and adjust as needed to catch issues before they arise.

Finally, lead from the front. Be the example of the respectful workplace you’re aiming for. Hold yourself to the same high standards. A positive culture starts at the top, and when your team sees you walking the walk, they’ll follow suit.

Need more support with workplace bullying?

Workplace bullying isn’t an issue which can be solved overnight. But with the right steps in place, you can create a safer and more supportive environment for your team.

Need more support? BrightAdvice can help. Book a free demo today to see how BrightHR can help you navigate workplace bullying and other issues with ease.