HRchat
Workplace Bullying Risk with Mary Cullen
Why It Matters
Workplace bullying not only harms employee health but also drives turnover and reduces productivity, making it a critical risk for any organization. As the issue persists despite existing policies, HR leaders need actionable strategies and better training to protect their workforce and comply with emerging health‑and‑safety standards.
Key Takeaways
- •85% handled at least one bullying complaint.
- •Two‑thirds received complaints within past year.
- •55% see bullying complaints staying same or rising.
- •94% have policies, but 38% lack training.
- •Bullying harms mental health, retention, and performance.
Pulse Analysis
The Insight HR Irish Workplace Bullying Report 2026 reveals that bullying remains a pervasive risk for organisations across the island. Eighty‑five percent of surveyed HR and business leaders have dealt with at least one bullying complaint, and two‑thirds reported handling a case in the last twelve months. Moreover, 55 % say the volume of complaints has stayed flat or risen over the past five years, contradicting expectations that stronger codes of practice would curb the problem. The World Health Organization even classifies workplace bullying as a form of workplace violence, underscoring its status as a public‑health issue rather than a niche HR concern.
Defining bullying is crucial: it requires repeated, inappropriate behaviour that undermines an individual’s dignity, a pattern confirmed by Irish case law. The report shows that while 94 % of firms have a formal anti‑bullying policy, 38 % provide no training at all, and only 44 % refresh learning on a regular basis. This gap leaves managers ill‑equipped to recognise subtle aggression, leading to prolonged investigations that damage both accuser and accused. Employees exposed to bullying experience sleep loss, weight changes, and heightened turnover, directly eroding productivity and retention metrics that matter to CEOs and boardrooms. To move beyond policy, HR leaders must embed psychological safety into every stage of the employee lifecycle.
Early interventions include rigorous recruitment screening for toxic traits and clear communication of zero‑tolerance expectations. Ongoing manager development, scenario‑based training, and accessible reporting channels reduce incident rates and protect mental health. Aligning bullying prevention with broader health‑and‑safety frameworks ensures compliance and demonstrates that organisations value both physical and psychological well‑being. Companies that invest in comprehensive training and proactive culture‑building not only lower legal risk but also preserve talent, boost engagement, and sustain long‑term performance.
Episode Description
Workplace bullying isn’t rare — it’s a persistent, under-recognised business risk that quietly erodes culture, trust, and retention.
In this episode of the HRchat Podcast, host Bill Banham speaks with Mary Cullen, Founder and Managing Director at Insight HR and host of The HR Room, to unpack the findings from the Insight HR Irish Workplace Bullying Report 2026.
Together, they explore what workplace bullying really means in practice — and why the legal definition often clashes with employee expectations. Mary shares patterns she sees time and again: complaints most frequently involve managers, the emotional toll affects both the accuser and accused, and unresolved issues often lead to exits, damaged trust, and long-term cultural harm.
The conversation goes beyond definitions to tackle what organisations get wrong. Many companies have policies, but far fewer invest in meaningful training, conflict resolution skills, or investigation capability. Bill and Mary also challenge the idea of “zero tolerance,” particularly when high performers are protected despite poor behaviour.
You’ll learn why complaints can spike during restructuring or performance management cycles, why malicious complaints are less common than assumed, and the single most effective step organisations can take to reduce risk quickly: train managers properly.
In this episode:
What the latest Irish data reveals about bullying complaints
The difference between bullying and poor management behaviour
Why legal thresholds create confusion in real workplaces
The impact on mental health, performance, and retention
Where most organisations fall short (even with policies in place)
Why “zero tolerance” often fails in practice
How to reduce risk quickly with limited budget
If you care about psychological safety, employee relations, and building a culture where people actually want to stay — this episode is essential listening.
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