Sexual Harassment at Workplace
                     Sexual Harassment at 
Workplace
What is 
Sexual Harassment?
Sexual harassment is defined under Section 2(n) of the act. Sexual harassment 
includes any one or more of the following unwanted behaviour:
 Verbal or written
 Physical
 Non Verbal
 Visual
Objectives of the
Act
Objectives:
Safeguard the women’s at the workplace against sexual 
👩 harassmentPreventionRedressal of complaints related to sexual harassment
This act was first passed by The Ministry of Law & Justice on 
22nd April 2013. Further, the provisions of the act came into 
force on 9th December 2013.
Who are 
Aggrieved Women?
Section 2(a) of the act defines “Aggrieved women”. 
👩 This particular act safeguards the rights of every female to be safe and protected at the workplace. 
The right of every employed female is protected 
under this act whether their period of working is 
👩 permanent or temporary. 
Basically, it includes all kinds of women whether she 
is a contractor, trainee, co-worker or anyone else. It 
also includes the dwelling house concept under this 
act and the main motto is to earn remuneration for 
their performance.
What do you mean by
Workplace?
Section 2(o) of the act defines Workplace. As per this act, the 
workplace includes 2 aspects, organized and unorganized 
sectors. Any location or site visited by the employee during the 
course of employment, covering the transportation service 
provided by the employer to the employee for the purpose of 
travelling from one place to another. It comprises of all the 
workplaces situated in India.
Workplaces include:
 A private organization, NGO or a provider of any commercial 
services.
 The public organization, comprised of government 
companies, cooperative societies.
 Sports or recreational institutions.
 Hospitals.
 Dwelling house
Who is an 
Employee?
Section 2(f) defines the term “Employee”. Employee includes 
every female who is working or attaches directly or indirectly 
with the workplace for the purpose to earn remuneration for the 
temporary time period or permanent, with or without the 
knowledge of the principal contractor. It includes co-worker, 
trainee, apprentice, etc.
Who is an 
Employer?
Section 2(g) of the act defines the employer. Any person who 
is the head of an undertaking organization, institution, unit or 
office of the appropriate government or who is handling the 
management or supervision of the workplace. Management 
includes persons who are responsible for formulating policies. 
Dwelling houses are houses given for the benefit of 
employment for the domestic workers.
Impact of 
inappropriate behaviour
1. Depression
2. Low concentration
3. Stress/ Anxiety/ Tension
4. Unable to make communication in the workplace
5. Sleeplessness
6. Issues related to job consequences
7. Trauma
8. Eating disorders
9. Feeling insecure
10. Betrayed /Lost
11. Disturbed relations with colleagues who are in 
relation to the respondent
12. Trust issues
13. Feeling boycotted
Forms of 
Sexual Harassment
QUID PRO QUO
 Indirectly or directly promise to give favourable 
treatment during the course of employment in 
return for something.
 Expressed or implied threat relating to the current 
or future employment reputation.
HOSTILE WORK ATMOSPHERE
 Creating an unfriendly or aggressive working 
atmosphere.
 The humiliating act will affect her mental health 
and safety.
Preventive 
Authority
1. Employer
2. Appropriate Government
3. District Officer
4. Complaints Committee
5. Internal Complaints Committee
6. Local Complaint Committee
As we are faced with various discrimination and/or 
harassment issues facing our organizations, paying 
close attention to the above will help us be more 
effective as human resources professionals. 
For more information visit: 
https://www.mud.co.in/posh/
Thank You!