Workplace Bullying, Harassment and Sexual Harassment Claims Are Rising
In recent months at MSS The HR People, we are seeing a sharp increase in complaints relating to bullying, harassment, and sexual harassment across a range of industries. What is notable is not just the volume, but the complexity and escalation of these cases. Issues that may once have been addressed informally are now progressing quickly to formal complaints, external investigations, and claims before the Workplace Relations Commission. For employers, this is no longer just a people issue. It is a legal, reputational, and operational risk that requires a proactive response.
Where This Sits in Irish Employment Law
Employers in Ireland have clear obligations under both legislation and Codes of Practice to prevent and address inappropriate workplace behaviour. The core framework includes the Employment Equality Acts 1998–2015 and the Safety, Health and Welfare at Work Act 2005, alongside the Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work 2020 and the IHREC Code of Practice on Sexual Harassment and Harassment at Work 2022.
Taken together, these do not just require employers to react to complaints. They place an obligation on companies to take reasonable steps to prevent bullying and harassment, ensure employees know how to raise concerns, and respond appropriately where issues arise.
From a compliance perspective, it is not enough to have a policy sitting in a handbook. Employers are expected to demonstrate that policies are understood, implemented, and actively supported in practice.
What We Are Seeing in Practice
Across the cases coming through MSS, there are some consistent patterns emerging.
Managers are often unsure how to respond when an issue is first raised, which leads to delays or missed opportunities for early intervention. Informal concerns are allowed to drift until positions become entrenched and a formal complaint becomes inevitable.
We are also seeing policies that are technically compliant but not embedded.
Employees are unclear on how to raise issues, and nominated or contact persons are unsure of the boundaries of their role. The gap between what is written down and what actually happens on the ground is where risk begins to build. In many of these situations, the issue is not deliberate misconduct by the company. It is a lack of clarity, confidence, and consistency in how situations are handled.
Why Refresher Training Is Now Critical
A once-off Dignity at Work session delivered several years ago is no longer sufficient in the current environment. Employee awareness has increased significantly, expectations around workplace behaviour have evolved, and the threshold for escalating concerns is lower than it was even a few years ago. Against that backdrop, companies need to be confident that their managers and employees understand not just the policy, but how it applies in real situations. Refresher training plays a key role here. It ensures that managers know how to respond when an issue is raised, that employees can recognise inappropriate behaviour early, and that nominated or contact persons are equipped to handle disclosures appropriately. It also demonstrates, from a legal perspective, that the company has taken reasonable and proactive steps to prevent issues arising.
The Risk of Doing Nothing
Where training is outdated or has not been delivered, the exposure for employers increases significantly.
Complaints are more likely to escalate quickly into formal processes, and there is greater scrutiny on how the company responded at the earliest stages.
In addition to this, employers also need to be mindful of the potential for personal injury claims arising from workplace bullying and harassment. Where an employee suffers stress, anxiety, or other recognised injury linked to their experience at work, claims are typically brought against the employer rather than the individual involved. The focus in those cases is on whether the company took reasonable steps to prevent the behaviour and to respond appropriately when concerns were raised. In practice, one of the first areas scrutinised is what preventative measures were in place, including whether relevant Dignity at Work training had been delivered and refreshed.
From a risk management perspective, training is not just a compliance exercise, it is a key part of an employer’s first line of defence.
Our Dignity at Work Training
At MSS The HR People, our Dignity at Work training is designed around the reality of the cases we are seeing every day, not just theory. Our half day session focuses on giving participants a clear understanding of what constitutes bullying, harassment, and sexual harassment in practice, how issues typically arise in the workplace, and how to respond appropriately at an early stage. The emphasis is on practical application, so that managers and employees leave with confidence in how to handle real situations.
We also deliver dedicated training for nominated and contact persons, which goes further into the responsibilities of the role, how to handle disclosures, and how to support employees while maintaining appropriate boundaries and neutrality. Across both sessions, the focus is on clarity, consistency, and confidence, ensuring that your company is not just compliant on paper, but equipped in practice.
Why This Matters Now
The increase in complaints we are seeing is not a short-term trend. It reflects a broader shift in workplace expectations and awareness. Companies that invest in training and early intervention are in a far stronger position to address issues before they escalate into formal complaints or external claims. Those that do not are more likely to find themselves dealing with complex, time-consuming, and high-risk situations.
Talk to Us
If it has been some time since your last Dignity at Work training, or if you are unsure how confident your team would be in handling a complaint today, it is worth taking a step back and reviewing your approach.
At MSS The HR People, we can support you with the delivery of Dignity at Work training, training for nominated and contact persons, and a review of your current policies and processes to ensure they are aligned with current expectations and best practice. Feel free to get in touch by phone, email or check out our Dignity at Work training here.
