Sexual harassment: Laws, prevention and reporting mechanisms

Sexual harassment at the workplace or in public spaces is a violation of dignity and equality. Indian law provides structured mechanisms to address complaints and protect women.

The primary legislation governing workplace harassment is the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the POSH Act.

Sexual harassment is not limited to physical contact- it includes verbal and non-verbal conduct.

1. What Constitutes Sexual Harassment?

The law includes:
Unwelcome physical contact or advances
Requests for sexual favours
Sexually coloured remarks
Showing pornography
Any unwelcome physical, verbal, or non-verbal conduct of a sexual nature

2. Internal Complaints Committee (ICC)

Mandatory in organisations with 10 or more employees
Must include a senior woman employee as Presiding Officer
Includes an external member familiar with women’s rights issues
Complaint typically to be filed within 3 months (extendable in certain cases)

3. Local Complaints Committee (LCC)

For workplaces with fewer than 10 employees
For cases where the employer is the respondent
Constituted at district level

4. Possible Outcomes

Inquiry proceedings
Disciplinary action
Written apology, warning, suspension, or termination
Compensation to the complainant (as per law)
Every workplace must create awareness and preventive policies.

Disclaimer: This article is for informational purposes only and does not constitute legal advice. For specific complaints or procedural guidance, consult a legal professional or appropriate authority.