963. Deputy Ken O'Flynn asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation if he is satisfied that the Civil Service Dignity at Work policy is being uniformly and effectively implemented across all Government Departments; the oversight mechanisms in place when a Department's human resources unit fails to record or maintain official minutes of multi-stage staff escalations regarding unfair treatment; the recourse available to an employee when central dignity policies are procedurally breached by departmental management; and if he will make a statement on the matter. [62683/26]

Circular 12/2026 Dignity at Work - an anti-bullying, harassment and sexual harassment policy for the Civil Service (‘policy’) was published by my Department in March 2026 following consultation with Civil Service HR stakeholders and engagement with Trade Union representatives. The policy was updated to align with the WRC/HSA Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work (2021) and the IHREC Code of Practise on Sexual Harassment and Harassment at Work (2022). This policy has enhanced procedures and places a strong emphasis on prevention, early intervention and resolution.

Departments and offices are responsible for the oversight, implementation and operation of the policy. Records relating to individual cases are held by the relevant department or office in accordance with its responsibilities and record-management arrangements.

Where a civil servant considers that the Dignity at Work Policy or its procedures have not been appropriately applied in their case, they may avail of the review mechanisms provided for under the policy. These mechanisms include engaging with their local HR unit or Trade Union representative, raising the matter through the Civil Service Grievance Procedure, or exercising any statutory rights available to them.

To ensure the effective implementation of the policy across the Civil Service, my Department, in partnership with the Institute of Public Administration (IPA), has developed an e-learning module which is available through the IPA learning platform. To date, a total of 5,501 civil servants have enrolled in the module. My Department continues to provide guidance and support through training and ongoing engagement with Civil Service HR networks.

Overall, I am satisfied that appropriate procedures and guidance are in place to support the consistent implementation of the policy across Civil Service organisations.