What are the Key Takeaways Under the New Code of Practice on Workplace Bullying?
Published on: 16/06/2021
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Article Authors The main content of this article was provided by the following authors.
Bláthnaid Evans Partner, Philip Lee LLP
Bláthnaid Evans Partner, Philip Lee LLP
Blathnaid Evans 2026

Bláthnaid Evans is a partner at Philip Lee LLP. She advises on all contentious and non-contentious employment law issues. She has extensive experience across all areas of employment law, having trained in an employee firm and later worked in a top five law firm.

Her practice includes advising on and preparing employment documentation, from employment contracts and handbooks to outsourcing agreements, employment warranties and indemnities and all other ancillary employment related documentation. She regularly advises on employment aspects of commercial transactions, including TUPE and outsourcing arrangements.

Bláthnaid also advises employers on disputes, including grievances, investigations, disciplinary processes, harassment / sexual harassment and protected disclosures. She also regularly attends before all employment law forums, advising clients in employment related disputes.

She also provides advice on health and safety matters, workplace investigations and employment permit applications.

In December 2020, the Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work (the “Code”) came into effect. The Code was jointly developed by the Health & Safety Authority (the “HSA”) and the Workplace Relations Commission (the “WRC”).

The Code streamlines the previous codes of practice on bullying and provides guidance for employers and employees on good practice and procedures for addressing and resolving issues on workplace bullying.

While most organisations will have an anti-bullying policy in place, on foot of the new Code, employers must update their existing policies to incorporate the key changes the Code has introduced. We have set out below the main takeaways

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Disclaimer 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. This article is correct at 16/06/2021
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