6 Tips and Takeaways on Compliance with the Bullying Code of Practice for EmployersPosted in : Supplementary Articles ROI on 17 August 2022
In a recent Legal Island webinar, Rolanda Markey from our Knowledge Team and HR & Employment Law expert, Caroline Reidy, Managing Director of the HR Suite, discussed the current topical challenges in complying with the Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work. We have put together top tips and takeaways from the webinar.
6 Top Tips and Takeaways on Compliance with the Bullying Code of Practice for Employers
1. Best practice guidance is available in the WRC and the Health and Safety Authority’s Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work. Employers should update their internal policies to reflect the Code and ensure you follow your policies and procedures in full.
2. A recommendation in the Code is to train contact persons at different levels within the organisation. The role of the contact person is to try and nip issues in the bud through early and informal intervention by providing guidance and signposting to employees with concerns. It is vital contact people receive training to ensure they don't overstep the mark.
3. Mediation can be a powerful and timely resolution for interpersonal conflicts, but only by a trained mediator. Even if you are fortunate enough to have appropriately trained staff in-house, you should consider perceptions of independence and confidentiality. You may require an external mediator.
4. GDPR and confidentiality are crucial in managing bullying allegations. Breaches can taint the effectiveness and credibility of the entire process. Those involved should be notified from the very outset of the importance of confidentiality and any breach will lead to disciplinary action up to and including dismissal.
5. Investigations need to be fair and reasonable to the parties involved. An investigator going on holiday or prioritising other work commitments will affect the momentum of the investigation timeline. Employers should understand the stress and emotional challenge the process presents to their employees. Always offer employee assistance programmes and any other support to the parties while they go through this process.
6. Remind and reinforce to employees the importance of dignity and respect culture within your organisation. Employers can be vicariously liable, so ensure your staff are trained and receive regular refresher training. Think about more specialised training for line managers and HR staff.
Watch/Listen to the Recording of the Webinar
Training Resources for Staff
Workplace Bullying eLearning Training
Are you responsible for overseeing the implementation of training for all employees on the new Bullying Code of Practice in your organisation?
Legal Island has created a 45-minute eLearning course in partnership with Ogier Leman LLP, specifically for all employees in Ireland. The provision of this training for your staff will enable your organisation to act in compliance with the Code and help to raise awareness of bullying and harassment in the workplace and explain what to do if employees are concerned.
To find out more about this course or to view a FREE demo of this course on behalf of your organisation, click here.
Workplace Bullying – The Role of a Contact Person and The Role of a Nominated Person eLearning Training
As well as the provision of awareness training for all employees as mentioned above, the Code outlines the requirement for the appointed Contact and Nominated person/s to have a full and clear understanding of their role, as well as their duties and obligations under the Code.
Legal Island has created a training course for both the Contact and Nominated person, designed to give you the tools and knowledge you need to fulfil your role.
For more information on any of these courses, click here.
This article is correct at 17/08/2022
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.