Is a Dignity at Work Policy Mandatory in Ireland?
Last updated October 2026. General information only, not legal advice.
No Irish statute says in so many words that every employer must have a Dignity at Work policy, but in practice the answer is close to yes. The statutory Code of Practice on bullying expects employers to adopt and implement a written anti-bullying policy, the Employment Equality Acts give employers a defence to harassment claims only if they took “reasonably practicable” preventive steps, and the Safety, Health and Welfare at Work Act 2005 requires employers to prevent improper conduct that puts employees’ welfare at risk. An employer without a policy will struggle to meet any of those tests at the Workplace Relations Commission (WRC). The Dignity at Work / Anti-Bullying Policy template is a self-complete document built to the structure the Code describes.
Where the obligation comes from
The Code of Practice on the Prevention and Resolution of Bullying at Work (S.I. 674/2020), prepared jointly by the Health and Safety Authority and the WRC and in effect since 23 December 2020, states that employers should adopt, implement and monitor a comprehensive, effective and accessible anti-bullying policy. Failing to follow the Code is not an offence, but the Code is admissible in evidence, so an adjudicator deciding a bullying-related complaint will measure the employer against it.
Under section 14A of the Employment Equality Act 1998, an employer is liable for harassment and sexual harassment of employees by colleagues, clients and business contacts unless it proves it took such steps as were reasonably practicable to prevent the harassment and reverse its effects. The Code of Practice on Sexual Harassment and Harassment at Work (S.I. 106/2022) says employers need comprehensive, accessible and effective policies to rely on that defence. WRC compensation for an employee can reach the greater of two years’ remuneration or €40,000, with a €13,000 ceiling for non-employees such as job applicants.
Section 8 of the Safety, Health and Welfare at Work Act 2005 requires every employer to ensure, so far as is reasonably practicable, the welfare of employees, and specifically to manage work so as to prevent improper conduct or behaviour likely to put that welfare at risk. Bullying is treated as a hazard to be addressed in the safety statement.
Dignity at Work policy or anti-bullying policy?
The Code does not use the phrase “Dignity at Work”; it refers to an anti-bullying policy and notes that one document may cover both bullying and harassment procedures. “Dignity at Work policy” is simply the label used in practice, including by the civil service and the HSE, for that combined document.
The Code defines bullying as repeated inappropriate behaviour, direct or indirect, which could reasonably be regarded as undermining the individual’s right to dignity at work; a once-off incident is not bullying. The Supreme Court in Ruffley v Board of Management of St Anne’s School (2017) confirmed that repetition, inappropriateness and undermining of dignity must all be present, judged objectively.
What a compliant policy contains
Drawing on the two Codes, a policy should be written, dated and signed by a senior manager, developed with input from staff or their safety representative, and should include definitions and examples of bullying, harassment and sexual harassment; a statement that it covers conduct by non-employees and at work-related events off site; a named contact person; an informal route including mediation; a formal complaint procedure with an investigation by a trained or independent person against clear terms of reference; an appeal to someone more senior with no prior involvement; protection against victimisation; and arrangements for training, monitoring and review. Grievance and disciplinary procedures alongside it should follow S.I. 146/2000.
A template gives you that structure, but it cannot run an investigation or decide whether a complaint amounts to bullying. For a live complaint, particularly one involving senior staff or a threatened WRC claim, speak to a solicitor through the Law Society’s Find a Solicitor service. For the employee’s side, see our guide to workplace bullying and harassment rights in Ireland.
Frequently asked questions
Is it a legal requirement to have an anti-bullying policy in Ireland?
Not under a single express statutory duty, but the 2020 Code of Practice expects employers to have one, it is admissible in evidence before the WRC, and the duty to prevent improper conduct under the 2005 Act is hard to meet without a written policy.
What is the Code of Practice on bullying at work?
It is S.I. 674/2020, prepared by the HSA and WRC under the Industrial Relations Act 1990 and in force since 23 December 2020. It defines bullying and sets out what an employer’s policy and procedures should contain.
What is the maximum compensation for harassment at the WRC?
For an employee, the greater of 104 weeks’ remuneration or €40,000 under section 82 of the Employment Equality Act 1998; for non-employees such as job applicants, €13,000. Circuit Court awards are not capped.
Sources: S.I. 674/2020 – Code of Practice on Bullying at Work · S.I. 106/2022 – Code of Practice on Sexual Harassment and Harassment at Work · Employment Equality Act 1998, s.14A (revised) · Safety, Health and Welfare at Work Act 2005, s.8 (revised)
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