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Code of Conduct (Ireland)

Code of Conduct (Ireland)

Company Code of Conduct — Standards of Professional Behaviour and Ethics

INTRODUCTION

This Code of Conduct (the “Code”) sets out the standards of professional behaviour, ethics, and conduct expected of all employees of [Company Name] (CRO No. [CRO Number]), having its registered office at [Company Address].

This Code is effective from [Effective Date]. It applies to all employees, whether full-time, part-time, fixed-term, or casual, and to all directors, contractors, and agency workers engaged by the company. It should be read in conjunction with the employee’s contract of employment and the company’s Employee Handbook.

Breach of this Code may result in disciplinary action up to and including dismissal. The company’s disciplinary procedure will be followed in all cases, in accordance with the WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000).

For any questions about this Code, please contact [Compliance Contact Name] at [Compliance Email] or [Compliance Phone].

1. PROFESSIONAL BEHAVIOUR

1.1 All employees are expected to conduct themselves in a professional, honest, and respectful manner at all times, whether in the workplace, at company events, while representing the company externally, or when communicating on behalf of the company.

1.2 Employees must:

  • perform their duties diligently, competently, and to the best of their ability;
  • comply with all lawful and reasonable instructions given by management;
  • treat all colleagues, clients, customers, suppliers, and third parties with dignity, courtesy, and respect;
  • act with honesty and integrity in all business dealings;
  • maintain the reputation of the company at all times;
  • comply with all applicable laws, regulations, and company policies.

1.3 Employees must not engage in any conduct that would bring the company into disrepute or that would undermine the trust and confidence between the employee and the company.

1.4 Attendance and Punctuality: Employees are expected to attend work reliably and punctually. Any absence must be notified in accordance with the company’s absence reporting procedures. Persistent unauthorised absence or lateness may be dealt with under the company’s disciplinary procedure.

1.5 Alcohol and Drugs: Employees must not attend work under the influence of alcohol, illegal drugs, or any substance that impairs their ability to perform their duties safely and effectively. The misuse of alcohol or drugs in the workplace is a serious disciplinary matter. The company may require employees to undergo testing where there is reasonable cause for concern, in accordance with the company’s substance misuse policy and the Safety, Health and Welfare at Work Act 2005.

1.6 Company Property: Employees must treat all company property, equipment, and resources with care and use them only for legitimate business purposes. Theft, fraud, or deliberate damage to company property constitutes gross misconduct and may result in summary dismissal and criminal prosecution.

2. EQUALITY AND DIGNITY AT WORK

2.1 [Company Name] is committed to equality of opportunity and to providing a work environment free from discrimination, bullying, harassment, and sexual harassment.

2.2 In accordance with the Employment Equality Acts 1998–2015, the company prohibits discrimination on any of the nine protected grounds: gender, civil status, family status, sexual orientation, religion, age, disability, race, and membership of the Traveller community. This prohibition applies to recruitment, terms of employment, training, promotion, and all other aspects of the employment relationship.

2.3 Bullying, harassment, and sexual harassment are strictly prohibited. The company follows the WRC Code of Practice on the Prevention and Resolution of Bullying at Work and the Employment Equality Acts 1998–2015 in relation to harassment.

2.4 Bullying is defined as repeated inappropriate behaviour, direct or indirect, whether verbal, physical, or otherwise, conducted by one or more persons against another or others, at the place of work or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work. Isolated incidents of inappropriate behaviour may be an affront to dignity at work but may not constitute bullying.

2.5 Harassment is any form of unwanted conduct related to any of the nine discriminatory grounds which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating, or offensive environment for the person.

2.6 Sexual harassment is any form of unwanted verbal, non-verbal, or physical conduct of a sexual nature which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating, or offensive environment.

2.7 Any employee who experiences or witnesses bullying, harassment, or sexual harassment should report it immediately to [Compliance Contact Name] at [Compliance Email]. All complaints will be treated seriously, investigated promptly and confidentially, and appropriate action will be taken. No employee will be penalised for making a complaint in good faith.

3. SOCIAL MEDIA

3.1 Employees must exercise care and good judgement when using social media, whether on personal or company accounts, and whether during or outside working hours. Social media includes but is not limited to: Facebook, Instagram, X (Twitter), LinkedIn, TikTok, YouTube, blogs, forums, and messaging platforms.

3.2 The following rules apply to all employees:

[Social Media Rules]

3.3 Employees must not:

  • disclose confidential company information, trade secrets, or client data on social media;
  • represent personal opinions as the views of [Company Name] without prior authorisation;
  • post content that is defamatory, threatening, abusive, or constitutes bullying or harassment;
  • post content that could bring the company into disrepute;
  • use company social media accounts for personal purposes without authorisation.

3.4 Where employees identify themselves as employees of [Company Name] on social media, they should include a disclaimer stating that views expressed are their own and do not represent the views of the company.

3.5 A breach of this social media policy may constitute a disciplinary offence and may result in sanctions up to and including dismissal.

4. CONFLICTS OF INTEREST

4.1 Employees must avoid any situation in which their personal interests could conflict, or could reasonably be perceived to conflict, with the interests of [Company Name]. A conflict of interest arises where an employee’s personal, financial, or other interests could influence, or appear to influence, their judgement, decisions, or actions in the course of their employment.

4.2 Examples of potential conflicts of interest include:

[Conflict Examples]

4.3 Where an actual or potential conflict of interest arises, the employee must declare it promptly [Conflict Declaration Process]. Failure to declare a conflict of interest is a serious matter and may result in disciplinary action.

4.4 Employees must not engage in any outside employment, consultancy, or business activity that competes with or conflicts with the interests of [Company Name] without the prior written consent of the company.

5. GIFTS AND HOSPITALITY

5.1 Employees must not accept gifts, favours, or hospitality from clients, suppliers, contractors, or third parties that could compromise, or could reasonably be perceived to compromise, their independence, objectivity, or judgement.

5.2 Gifts with a value not exceeding [€Gift Threshold] may be accepted where they are given in the ordinary course of business and are of a modest and proportionate nature (e.g. a seasonal gift, a branded item, or refreshments at a business meeting). Cash or cash-equivalent gifts (e.g. gift cards, vouchers) must never be accepted regardless of value.

5.3 Gifts or hospitality with a value exceeding [€Gift Threshold] must be declared to and approved by [Gift Approval Process] before acceptance. Where approval cannot be obtained in advance, the employee must declare the gift or hospitality within 3 working days.

5.4 A register of gifts and hospitality above the threshold will be maintained by the company. All declared items will be recorded with the name of the employee, the name of the giver, the nature and estimated value of the gift or hospitality, and the date.

5.5 The company prohibits bribery and corruption in all forms. The Criminal Justice (Corruption Offences) Act 2018 makes it a criminal offence to give or receive bribes. Any employee who becomes aware of bribery or corruption must report it immediately to [Compliance Contact Name].

6. CONFIDENTIALITY

6.1 Employees must maintain the confidentiality of all non-public information relating to the company’s business, clients, employees, and operations. Confidential information includes but is not limited to:

[Confidential Categories]

6.2 Employees must not disclose confidential information to any unauthorised person, whether during or after their employment, except where disclosure is:

  • required in the proper performance of their duties;
  • required by law, court order, or regulatory authority;
  • authorised in writing by the company; or
  • a protected disclosure within the meaning of the Protected Disclosures Acts 2014–2022.

6.3 Employees must take all reasonable steps to protect confidential information from unauthorised access, loss, or disclosure, including securing documents, using strong passwords, and not discussing confidential matters in public places.

6.4 The obligation of confidentiality survives the termination of employment. Upon leaving the company, employees must return all company property, documents, and data, and must not retain any copies of confidential information.

7. PROTECTED DISCLOSURES (WHISTLEBLOWING)

7.1 Under the Protected Disclosures Acts 2014–2022, employees are protected from penalisation for making a protected disclosure of relevant wrongdoing that has come to their attention in connection with their employment.

7.2 A “relevant wrongdoing” includes:

  • the commission of a criminal offence;
  • failure to comply with a legal obligation (other than one arising under the employee’s own contract of employment);
  • a miscarriage of justice;
  • danger to the health and safety of any individual;
  • damage to the environment;
  • unlawful or improper use of public funds;
  • oppressive, discriminatory, grossly negligent, or grossly mismanaged acts by a public body;
  • concealment or destruction of information relating to any of the above.

7.3 Employees who wish to make a protected disclosure should report it to [Compliance Contact Name] at [Compliance Email]. The company will investigate all disclosures promptly and confidentially. Alternatively, disclosures may be made to a prescribed person under the Protected Disclosures Acts 2014–2022, to a Minister of the Government, or in certain circumstances, to the public.

7.4 [Company Name] strictly prohibits any form of penalisation against an employee who makes a protected disclosure in good faith. Penalisation includes dismissal, demotion, transfer, reduction in pay, change in working conditions, intimidation, harassment, or any other detriment. Any act of penalisation may be referred to the Workplace Relations Commission (WRC) or the courts.

8. DATA PROTECTION

8.1 Employees must comply with the General Data Protection Regulation (GDPR) (EU) 2016/679 and the Data Protection Acts 1988–2018 when processing personal data in the course of their employment. The Data Protection Commission (DPC) is Ireland’s supervisory authority.

8.2 Employees must process personal data only for authorised purposes, keep personal data confidential and secure, and report any actual or suspected data breach immediately to [Compliance Contact Name].

8.3 A breach of data protection obligations may constitute a disciplinary offence and may also result in criminal liability under the Data Protection Acts 1988–2018 and administrative fines under the GDPR.

9. HEALTH AND SAFETY

9.1 [Company Name] is committed to ensuring the safety, health, and welfare at work of all employees in accordance with the Safety, Health and Welfare at Work Act 2005. All employees have a duty under section 13 of the Act to take reasonable care for their own safety, health, and welfare and that of others who may be affected by their acts or omissions.

9.2 Employees must:

  • comply with all health and safety policies, procedures, and instructions;
  • use any protective equipment or clothing provided by the company;
  • report any hazard, defect, accident, injury, or dangerous occurrence to their line manager or the designated safety officer immediately;
  • attend all health and safety training provided by the company;
  • not engage in any improper conduct or behaviour that could endanger themselves or others.

9.3 The Health and Safety Authority (HSA) is the national body responsible for enforcing workplace health and safety legislation. Any employee who has concerns about health and safety at work that cannot be resolved internally may contact the HSA directly.

10. COMPLIANCE AND DISCIPLINARY ACTION

10.1 All employees are expected to comply with this Code of Conduct at all times. Non-compliance may result in disciplinary action in accordance with the company’s disciplinary procedure, following the WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000).

10.2 Serious breaches of this Code, including but not limited to fraud, theft, bribery, gross misconduct, serious breach of confidentiality, or serious breach of data protection obligations, may result in summary dismissal.

10.3 The company reserves the right to amend this Code of Conduct at any time, subject to providing reasonable notice to employees.

11. GOVERNING LAW

This Code of Conduct shall be governed by and construed in accordance with the laws of Ireland. Employment disputes may be referred to the Workplace Relations Commission (WRC), with further appeal to the Labour Court, the Circuit Court, or the High Court as appropriate.

EMPLOYEE ACKNOWLEDGEMENT

I, [Employee Name] ([Employee Job Title], [Employee Department]), acknowledge that I have received, read, and understood the [Company Name] Code of Conduct dated [Effective Date].

I agree to comply with the standards, policies, and expectations set out in this Code of Conduct. I understand that a breach of this Code may result in disciplinary action up to and including dismissal.

I understand that I may raise any questions or concerns about this Code with [Compliance Contact Name] at [Compliance Email].

SIGNED by the EMPLOYEE:

Employee name: [Employee Name]

Job title: [Employee Job Title]

Department: [Employee Department]

Date: [Effective Date]

Employee

________________

Signature

Maintained by Vladislav Sergienko, Founder·Template last modified: ·Report an error

What Is a Code of Conduct (Ireland)?

A Code of Conduct in Ireland sets out the standards, responsibilities, and procedures the organisation expects everyone to follow, under the framework of the Work Act 2005.

The legal framework draws from multiple statutes. The Employment Equality Acts 1998-2015 prohibit discrimination, harassment, and sexual harassment on nine protected grounds — gender, civil status, family status, sexual orientation, religion, age, disability, race, and membership of the Traveller community. Under section 15, an employer who demonstrates it took reasonably practicable steps to prevent discriminatory conduct (including a thorough policy and training) may avoid vicarious liability — a well-drafted Code is central to this statutory defence.

The Safety, Health and Welfare at Work Act 2005 (section 8) imposes a general duty to provide a safe working environment. The Health and Safety Authority (HSA) Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work (2021) explicitly recommends a written anti-bullying policy. The HSA may issue improvement notices or prosecute under section 77 of the 2005 Act.

The WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146/2000) is admissible in evidence before the Workplace Relations Commission and Labour Court, and compliance with it is a key factor in determining whether a dismissal for misconduct was fair under the Unfair Dismissals Acts 1977-2015. The Supreme Court in Mooney v An Post [1998] 4 IR 288 established that fair procedures require that the employee be aware of the charges, be given an opportunity to respond, and that the decision-maker be unbiased.

The Protected Disclosures Act 2014, as amended by the Protected Disclosures (Amendment) Act 2022 (which transposed EU Directive 2019/1937), requires private sector employers with 50 or more employees to establish formal internal reporting channels for protected disclosures from 17 December 2023. The WRC reported a 201% increase in protected disclosure claims in 2023 compared to 2022, underlining the importance of a compliant whistleblowing policy.

The Work Life Balance and Miscellaneous Provisions Act 2023 and the WRC Code of Practice on the Right to Request Flexible and Remote Working (S.I. No. 92/2024) create new employee rights that a modern Code must address, including the right to request flexible and remote working and the right to disconnect (WRC Code of Practice, 2021).

The GDPR and Data Protection Act 2018 require employers to implement appropriate organisational measures for personal data protection. A Code of Conduct evidences compliance with the accountability principle (Article 5(2) GDPR). The Data Protection Commission (DPC) may impose fines of up to EUR 20 million or 4% of global annual turnover for serious breaches.

When Do You Need a Code of Conduct (Ireland)?

An Irish Code of Conduct is needed by every employer in Ireland, regardless of size or sector, to establish clear behavioural expectations and comply with statutory obligations.

You need a Code of Conduct when: establishing a new business and hiring your first employees; updating workplace policies to comply with the Protected Disclosures (Amendment) Act 2022 (mandatory internal reporting channels for 50+ employee organisations from 17 December 2023), the Work Life Balance and Miscellaneous Provisions Act 2023, or the WRC Right to Disconnect Code of Practice (2021); onboarding new employees; preparing for a WRC inspection; addressing recurring workplace issues such as absenteeism, misuse of company property, social media misconduct, or interpersonal conflict; or strengthening your defence against unfair dismissal claims.

Under the Unfair Dismissals Acts 1977-2015, a dismissal for misconduct will only be fair if the employee knew the applicable standard of conduct and fair procedures were followed. The WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146/2000) recommends that standards be documented and communicated at the outset of employment. The absence of a written Code significantly weakens the employer's position in any WRC or Labour Court proceedings.

Under section 15 of the Employment Equality Acts 1998-2015, a thorough anti-harassment Code — supported by training and accessible complaint procedures — is a critical element of the statutory defence against vicarious liability for harassment and sexual harassment.

The HSA Code of Practice on Bullying at Work (2021) recommends a written anti-bullying policy. The HSA can issue improvement notices requiring policy implementation under the Safety, Health and Welfare at Work Act 2005.

For regulated sectors — financial services (Central Bank of Ireland fitness and probity standards under the Central Bank Reform Act 2010), healthcare (HIQA, Medical Council), legal services (Law Society, Bar Council), and childcare — a Code of Conduct is frequently a mandatory regulatory requirement. Central Bank-regulated firms must confirm that all Controlled Function and Pre-Approval Controlled Function holders comply with appropriate codes of conduct under the Fitness and Probity Regime.

What to Include in Your Code of Conduct (Ireland)

A thorough Irish Code of Conduct should contain the following essential provisions.

Scope and application: Applies to all employees, officers, directors, contractors, and agency workers — during work hours, at company events, and when representing the organisation externally. Address remote and hybrid workers in light of the WRC Code of Practice on the Right to Request Remote Working (S.I. No. 92/2024).

Professional conduct: General standards including treating colleagues, customers, and third parties with dignity and respect, acting honestly, complying with all applicable laws, and avoiding conduct that could bring the organisation into disrepute.

Anti-discrimination and equal opportunity: Prohibition on discrimination on the nine protected grounds under the Employment Equality Acts 1998-2015; prohibition on harassment and sexual harassment as defined in sections 14A and 14A(7); commitment to providing reasonable accommodation for employees with disabilities under section 16. This section supports the statutory defence under section 15 of the Employment Equality Acts.

Health and safety: Employer and employee duties under the Safety, Health and Welfare at Work Act 2005; duty to report hazards, accidents, and dangerous occurrences under the Safety, Health and Welfare at Work (Reporting of Accidents and Dangerous Occurrences) Regulations 2016 (S.I. No. 370/2016); prohibition on attending work under the influence of alcohol or drugs; compliance with the safety statement required under section 20 of the 2005 Act.

Right to disconnect: Employees have the right not to be required to routinely engage with work-related communications outside normal working hours, consistent with the WRC Code of Practice on the Right to Disconnect (2021).

Conflicts of interest: Obligation to disclose actual or potential conflicts between personal interests and the interests of the organisation, including outside employment, financial interests in competitors or suppliers, and personal relationships with business contacts.

Data protection and IT use: Employees' obligations under the GDPR and Data Protection Act 2018, including protecting personal data, responsible use of company IT systems, and reporting data breaches to the Data Protection Officer without undue delay (Article 33 GDPR). Employer monitoring policies must be transparent, proportionate, and consistent with DPC guidance.

Whistleblowing and protected disclosures: Rights under the Protected Disclosures Act 2014 (as amended by the Protected Disclosures (Amendment) Act 2022) — internal reporting channels (mandatory for organisations with 50+ employees from 17 December 2023), external reporting to prescribed persons (WRC, Revenue, DPC, etc.), and public disclosure in specified circumstances, without fear of penalisation.

Disciplinary consequences: Cross-reference to the disciplinary procedure; classification of breaches into minor misconduct, serious misconduct, and gross misconduct (examples: fraud, theft, serious violence, sexual harassment, serious data breaches — potentially justifying summary dismissal); sanctions at each level consistent with the WRC Code of Practice (S.I. No. 146/2000).

Social media and communications: Use of personal and professional social media in connection with the employer and colleagues; prohibition on defamatory, discriminatory, confidential, or reputation-damaging posts; interaction with the Employment Equality Acts and the Defamation Act 2009 (as amended by the Defamation (Amendment) Act 2024). The forms-legal.com Code of Conduct (Ireland) template covers the mandatory elements under Employment Equality Acts 1998-2015.

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Reference this free template in an article, syllabus, or research note:

APA

Forms Legal. (2026). Code of Conduct (Ireland) (Ireland) [Legal document template]. Forms Legal. https://forms-legal.com/ireland/employment/hr-forms/code-of-conduct-ireland

MLA

"Code of Conduct (Ireland) (Ireland)." Forms Legal, 2026, https://forms-legal.com/ireland/employment/hr-forms/code-of-conduct-ireland.

BibTeX
@misc{formslegal-code-of-conduct-ireland,
  author       = {{Forms Legal}},
  title        = {Code of Conduct (Ireland) (Ireland)},
  year         = {2026},
  howpublished = {\url{https://forms-legal.com/ireland/employment/hr-forms/code-of-conduct-ireland}},
  note         = {Free legal document template. Based on Employment Equality Acts 1998-2015}
}

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Frequently Asked Questions

Based on Employment Equality Acts 1998-2015 — Template last modified June 2026Verify the source →

This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer

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