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Sexual harassment is unwelcome conduct of a sexual nature that violates a personâs dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. In Oldcastle, as elsewhere in the Republic of Ireland, protections are provided through a combination of employment and equality law, workplace health and safety duties, and criminal law where behaviour rises to the level of an offence. Local enforcement and practical help are provided by bodies that operate at county and national level, including the Workplace Relations Commission for employment-related complaints and An Garda Siochana for criminal matters. Employers, service providers and education institutions have legal obligations to prevent and respond to sexual harassment.
Many people seek legal help because sexual harassment cases can involve complex legal and practical issues. A solicitor can help you understand your options, gather and preserve evidence, draft and send formal complaints, represent you at hearings or negotiations, and advise on the overlap between civil, employment and criminal routes. Common situations that call for legal guidance include harassment by a manager or colleague, repeated unwanted contact or advances, victimisation after making a complaint, disciplinary proceedings that follow an allegation, online or image-based sexual harassment, or serious assaults that should be reported to the Garda.
Legal advice is particularly important if your employer is not taking appropriate action, if you are threatened with dismissal or disciplinary steps after reporting, if witness statements conflict, or where you are seeking financial compensation. A lawyer can also advise about protective steps such as workplace adjustments, interim measures, or civil protections while criminal investigations proceed.
Key legal frameworks that apply in Oldcastle include the Employment Equality Acts and the Equal Status Acts, which prohibit harassment in employment and in the provision of goods, services and education. Employers have duties under the Safety, Health and Welfare at Work Act to maintain a safe work environment, which includes preventing bullying and harassment. Employment-related complaints are typically handled through the Workplace Relations Commission - the WRC provides mediation, adjudication and remedies such as compensation and reinstatement in certain circumstances.
Where behaviour may be a criminal offence - for example unwanted touching, sexual assault, coercion, stalking or certain forms of communications - you can report to An Garda Siochana. The Director of Public Prosecutions decides on criminal charges. Remedies available civilly or in employment proceedings include compensation, orders to stop the behaviour, and corrective steps by the employer. Employers should have clear sexual harassment policies, investigation procedures, and systems to protect complainants from retaliation.
Sexual harassment covers a wide range of conduct, including unwelcome sexual comments, leering, sending sexual messages or images, unwanted physical contact, suggestions or propositions, requests for sexual favours, and sexually hostile conduct that creates an offensive environment. Whether behaviour is harassment will depend on how it affects the person who experiences it and the context in which it occurs.
A criminal complaint is made to An Garda Siochana and can lead to prosecution by the State if there is sufficient evidence of an offence such as sexual assault, coercion or harassment that meets criminal thresholds. Civil or employment complaints are made to an employer, to the Workplace Relations Commission, or sometimes through the courts for compensation or other remedies. Both routes can run in parallel, but they have different standards of proof and different outcomes.
Check your employerâs sexual harassment policy and follow the stated complaint procedure where possible. This usually involves informing a manager, HR or a designated complaints officer in writing, keeping records of incidents and witnesses, and requesting an investigation. If your employer fails to act, you can seek external remedies such as WRC mediation or an adjudication claim. If you fear immediate harm, contact the Garda.
Yes. Reporting to the Garda addresses potential criminal conduct and public safety, while reporting to your employer triggers internal investigation and workplace remedies. It is important to tell both bodies if you are taking both steps so investigations can be coordinated - however, each process will follow its own procedures and timelines.
The WRC can offer mediation, adjudication hearings and remedies for employment-related harassment and discrimination. Remedies may include compensation, orders for corrective actions or reinstatement depending on the case. The WRC focuses on rights and remedies in the workplace rather than criminal sanctions.
Time-limits apply to different types of claims and are often relatively short. Because deadlines vary by route, it is important to get advice as soon as possible after an incident. Acting promptly helps preserve evidence, witness memory and legal options.
Employers and agencies should handle complaints sensitively and maintain confidentiality to the extent possible. Complete confidentiality cannot always be guaranteed because investigations may require disclosure to witnesses, the alleged harasser or agencies like the Garda. Your solicitor or support service can explain how confidentiality will be handled in your case and help request appropriate protective measures.
Keep contemporaneous notes of incidents including dates, times, locations, what was said or done, and names of witnesses. Preserve messages, emails, social media posts, photos and any physical evidence. Save employment records such as contracts, policy documents and correspondence with HR. Evidence preservation is important for both employment and criminal processes.
Legal protections exist against victimisation for making a complaint in good faith. Employers must not subject complainants to adverse treatment as a result of raising a complaint. If you experience retaliation, you should document it and seek legal advice promptly because follow-up claims may be available.
Free or low-cost legal advice and support may be available through community organisations, Citizens Information, and specialised helplines. Legal aid for civil or employment matters is limited and eligibility depends on means and the nature of the case. Many solicitors offer an initial consultation to discuss options and costs - ask about fees, funding options and whether the solicitor handles employment or sexual offence matters.
Workplace Relations Commission - the primary body for employment dispute resolution, mediation and adjudication in Ireland.
An Garda Siochana - local Garda stations respond to criminal reports and provide immediate safety interventions where necessary.
Citizens Information - provides practical information on rights, procedures and public services in Ireland.
Irish Human Rights and Equality Commission - offers guidance on equality and non-discrimination issues.
Rape Crisis Network Ireland and local Rape Crisis Centres - offer specialist support, counselling and advocacy to survivors of sexual violence.
Womenâs Aid - supports people affected by domestic and sexual abuse and can advise on safety planning.
Victim Support - provides practical and emotional support for victims of crime, including court accompaniment and information on the criminal justice process.
Health Service Executive - Sexual Assault Treatment Units (SATU) provide medical care and forensic exams following sexual assault.
County Meath community services and local domestic violence and support organisations - local agencies can provide immediate supports, refuge information and referrals for Oldcastle residents.
If you have experienced sexual harassment, take the following practical steps. First, ensure your immediate safety - call 999 or your local Garda if you are in danger. Preserve evidence - keep messages, screenshots, notes and any relevant documents. If possible, make a written record of what happened including dates, times and witnesses. Consider telling a trusted person at work or your union representative, and check your employerâs policy for making a formal complaint.
If the incident may be a criminal offence, you can report it to the Garda. For workplace or service-related issues, raise the complaint internally under your employerâs procedures and consider contacting the Workplace Relations Commission if the matter is not resolved. Contact support organisations for emotional and practical help. Seek legal advice early to understand your rights, preserve options and meet any time-limits. When you meet a solicitor, bring your notes, messages, policy documents, and the names of witnesses so they can evaluate your case and explain the likely steps ahead.
Remember that you do not have to handle this alone - local and national organisations, legal advisers and health services are available to help you through the process and to protect your rights.
