Theme: Workplace Welfare

Guide for Survivors of Sexual Harassment at the Workplace

 

How can the guide help you?

This guide by Nyaaya and Ungender helps those who have faced sexual harassment at the workplace to navigate the legal process in such situations. The guide clarifies legal aspects including what constitutes sexual harassment, remedies or safeguards available to the survivor, investigation procedure, punishments, etc.

The guide’s objective is to help survivors of sexual harassment secure a safe  work environment and enable them to take action against sexual harassment by a colleague, visitor, or anyone else at a workplace.

What are the laws being discussed in the guide?

This guide discusses the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”), The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013 (“POSH Rules”) and the  Indian Penal Code, 1860, (“IPC”) which criminalizes offences such as sexual harassment, stalking, and voyeurism and provides alternative criminal complaint mechanism.

 

What is sexual harassment at the workplace?

Sexual harassment at the workplace is any unwelcome sexual advance, request for sexual favours, or other kinds of unwelcome sexual behaviour which would make you feel offended, humiliated, or intimidated.

‘Sexual Harassment’ includes  unwelcome sexual behavior (directly or by implication) such as:

Physical contact and advances 

  • Forceful or unwanted, unnecessary physical touch, physical assault, or molestation
  • Forceful and repeated invitations for dates
  • Forceful or unwanted kisses or hugs
  • Unwanted, unwarranted touching of any body part
  • Stopping or blocking movements within a workspace
  • Sitting too closely and making you feel uncomfortable (if you move away the person moves closer to you again).

Sexual favours

  • A demand or request for sexual favours
  • Any favour or advantage granted in return for a sexual favour from you

Note: Sexual favors could mean requests for lewd conversations, interactions, engaging in perverse talks, entertaining similar conversations, and the actual physical act of indulging with a person sexually.

 Sexually coloured remarks

  • Derogatory comments about your body or dress, slurs, epithets, or sexually suggestive jokes
  • Comments on your personal life with sexual undertones
  • Subtle innuendos or open taunting about your physical appearance or body shape
  • Sexual metaphors, obscene jokes, or jokes causing or likely to cause awkwardness or embarrassment.

Showing pornography or other sexually offensive or derogatory material

  • Displaying sexually suggestive objects or pictures, cartoons, calendars, or posters
  • Sending nude pictures or pornography
  • Showing lewd images or jokes or offensive material to anyone in your presence
  • Sharing lewd images or jokes or offensive material on company/team Whatsapp groups or on virtual meetings.

Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

  • Making sexual gestures like leering, whistling, staring
  • Gender-based insults and/or sexist remarks
  • Eve-teasing
  • Stalking, whether physically or on social media
  • Repeated friend requests on your social media
  • Calling you persistently at odd hours or beyond working hours
  • Insisting on your video mode to be turned on at all times in virtual meetings, even when company rules do not require it
  • Persistent questions about your personal life
  • Calling you names such as ‘sweetie’, ‘darling’ or ‘honey’
  • Making someone expose their private parts to you or repeatedly staring at your  body parts
  • Written communications of a sexual nature distributed in hard copy or via a computer network, suggestive or obscene letters, notes, or invitations
  • Text messages or emails which are sexual in nature.

Quid Pro quo

Indirect or direct promises of benefits to an employee in return for sexual favours,  also known as Quid Pro Quo. Quid pro quo (literal meaning “this for that”) is an exchange proposition that may reflect in one or more of the following situations:

  • Hiring
  • Payment of salary or compensation
  • Promotion
  • Retention decision
  • Relocation or transfer
  • Allocation of job, responsibility, or work

Indirect or direct threats to harm employment unless sexual favours/dates are granted, including: 

  • Loss of promotion
  • Loss of employment
  • Negative performance evaluation
  • Undesirable work allocation
  • Denial of equal opportunities

Hostile Work Environment

Sexual harassment at workplace is not limited to one single situation, experience or incident. The entire experience of a woman’s experience at work over a short/long period of time can be created as an environment which is hostile towards her as a specific person of a gender. This may reflect in the form of interference with work or creating an intimidating, offensive, or hostile work environment through:

  • Lewd, unwanted acts including sexually coloured remarks, staring, forcible physical contact
  • Displaying pornography
  • Gender-based insults or sexist remarks
  • Not including a person in projects or meetings on account of gender
  • Refusing to acknowledge someone’s presence in meetings or work on account of gender
  • Sexist comments during meetings.

Humiliating treatment likely to affect an employee’s health or safety, such as:

  • Physical confinement or behaviour which violates privacy
  • Creating a work environment where the situation forces a woman to be in an uncomfortable and inappropriate company of a male colleague or associate
  • Making queries and gossip related to a woman’s private and personal life.

 

 

What is a ‘workplace’?

Sexual harassment has to occur at a ‘workplace’  and can happen inside your workplace, in the cafeteria, any common rooms, etc. This also includes an  ‘extended workplace’, meaning any place that you visit for work or during your employment. For example, you can complain if you face sexual harassment in transportation provided by your employer for commuting to and from the place of work, external conference avenues, etc.

There are three categories of workplace that are important to understand:

  1. Primary workplace: These could be virtual, remote, or physical work spaces that everyone including you recognise as a place where you visit or are present for work;
  2. Extended workplace: These are the places which are visited by you, or where you are present for the requirement of your work. Example of extended workplaces are transportation to and fro from work and for work reasons, conferences, events, coffee houses, hotels, client sites, and more;
  3. Virtual workplace: All the platforms and modes of communication used for the purpose of delivering on your work duties. Examples of virtual workplaces are emails, phone calls, Whatsapp, Slack, video meetings, audio meetings, online forums, and more.

What kind of organisations or workplaces are covered under the law?

The POSH law applies to all workplaces in India – both the organized and unorganized sectors.

A common understanding easily confuses the requirement of this law with a minimum number of employees. It is important to acknowledge that the law is applicable for organizations mentioned below of any team strength, however, the requirement of having an Internal Committee kicks in with 10 or more members.

The law applies to organizations including:

  • Government bodies or institutions
  • Private and public sector organizations
  • Non-Governmental organizations
  • Organizations carrying out commercial, vocational, educational, entertainment, industrial, financial activities
  • Hospitals and nursing homes
  • Educational institutes
  • Sports institutions and stadiums
  • Dwelling places or houses.

 

Working from home is considered an extension of the workplace and gets covered under the POSH law even if you are working from a remote location.  Some kinds of inappropriate online behaviour can also be crimes under the Information Technology Act, 2000, also known as online abuse or online violence. Courts of India have clarified that virtual workplaces and homes are workplaces for the purposes of the POSH Act. Read more on the Ungender Blog.

 

Who can complain against sexual harassment at the workplace?

Gender of the Complainant and Respondent

The law states that the complainant should be a woman. Also, the Transgender Persons (Protection of Rights) Act, 2019 clarified that any person associated with a workplace who identifies themself as a woman, is eligible to file a complaint under the POSH law.

A complaint can be filed against a person of any gender.

Recently, the Calcutta High Court clarified that same-gender complaints are allowed under the POSH law. The Court held that people of the same gender could complain of sexual harassment against each other. Read more in the Nyaaya Daily and Ungender Blog.

 

Association of the Complainant and Respondent

Female employees working at the organization or workplace, visiting the organization, and even interns have a right to complain against workplace sexual harassment. POSH complaints can be filed by:

  • Domestic workers
  • Regular employees
  • Temporary employees
  • Employees hired for a specific purpose
  • Daily wage employees
  • Contractual employees
  • Employees on probation
  • Employees from agencies
  • Trainees and apprentices.
All employees, regardless of whether they are working for a salary, on a voluntary basis or otherwise have a right to complain under the POSH law. Further, if any woman visiting an organisation gets harassed by any of the employees of such organisation, she can file a complaint with the Internal Committee of that organisation.

 

Complaint Filing Process

How can you complain against sexual harassment?

Follow the steps given below to file a complaint to the Internal Committee (“IC”) or Local Committee(“LC”) :

  • You can file a sexual harassment complaint in writing with the IC. You need to submit six copies of the complaint. However, most companies nowadays are also accepting complaints by email or a scanned copy of the written complaint sent on email.
  • You cannot file an anonymous complaint. You have to disclose your name and relevant details to allow the respondent to provide a proper response. Read more at the Ungender Blog.
  • Try to make the  complaint  concise, and write it in simple language which can be understood easily.
  • The complaint must be submitted within three months from the date of the incident. If there are a series of incidents, it should be submitted within three months from the date of the last incident. If there is sufficient reason for a delay in filing the complaint, the IC or LC may extend the time for filing the complaint by an additional three months, after recording the reasons for the extension  in writing.
  • Submit the written complaint and any supporting documents along with the witnesses’ names and addresses to the IC or LC. You can add as many documents as possible in any format i.e., relevant emails, screenshots of SMSs/Whatsapp messages, call details, photographs, recordings, etc., to the complaint.
The law also allows friends, relatives, co-workers, psychologists and psychiatrists, etc., to file the complaint on your behalf if you cannot make the complaint due to physical incapacity, mental incapacity, or even after your death.

 

Do take reference from the sample forms section for the format of the complaint. While you may be aggrieved and in a lot of emotional trauma at the time of filing the complaint, it is crucial that you provide the following details  as specifically as possible:

  • Name of the Respondent, their place of work, and designation.
  • Details of the incident/s (as explanatory as possible). No detail is irrelevant.
  • Dates of each and every incident mentioned.
  • Place where the incident/s happened.
  • Relief that you want from the employer, including transferring the accused, compensation, etc.

While the above are a must for the IC to accept a proper complaint, you can also support the complaint with the following details:

  • Members who were present at the time of the incident/s happening.
  • Any person to whom you have mentioned the incident in the past.
  • Screenshots, images, audios, videos, phone records, or anything that will provide support to your complaint.
  • Any information even remotely related to the complaint information, like the working relationship between the survivor and accused, if any (whether subordinate, colleague, or superior).

What temporary relief measures can the survivor get during a pending inquiry? 

During a pending inquiry, the survivor can make a written request to the IC or LC to recommend the following measures to the employer:

  • Transfer of the survivor or accused to any other workplace.
  • Granting leave to the survivor up to three months in addition to her regular leave entitlement.
  • Any other relief requested.
  • Restraining the accused from reporting on the work performance of the survivor or writing her confidential report.

        Authorities and Complaint Forums

Who should you complain to against sexual harassment at the workplace?

Every employer must set up an ‘Internal Committee’ (“IC”) to hear and redress complaints relating to sexual harassment, at each office or branch of the organization  having ten or more employees. An employer will be fined if the IC is not set up at such workplaces.

What is the role of the Internal Committee?

The IC looks into complaints of sexual harassment in the workplace, and decides on complaints after analysing  the facts and evidence. An IC has the same powers as a civil court,  including the power to:

  • Summon or call individuals and ensure their attendance
  • Question those involved in the complaint under oath
  • Ask for production of documents.

Who are the members of the Internal Committee?

An IC must have:

  • A senior-level female employee  as a Presiding Officer.
  • Two members from amongst the employees, preferably committed to women-centric causes or having experience in social work or legal knowledge.
  • An external member from an NGO or association working for women, or someone familiar with sexual harassment issues.

At least half of the IC members must be women. The members can remain on the IC for up to 3 years. For every inquiry into a complaint, a minimum of 3 members of the IC, including the Presiding Officer, have to be present.

What is a Local Committee?

Every district has a Local Committee (LC) which receives complaints of sexual harassment:

  • From establishments which do not have an IC due to having less than ten workers; or
  • If the complaint is against the employer themself.

The members of an LC include:

  • A female Chairperson from the field of social work or working for women.
  • A woman representative working in the block, taluka, tehsil, ward or municipality in the district.
  • Two  members from an NGO or association for women’s rights, or familiar with sexual harassment issues (out of which at least one must be a woman).
  • The concerned officer dealing with social welfare or women and child development in the district.

At least one LC member should be a woman belonging to the Scheduled Castes, Scheduled Tribes, Other Backward Classes or a minority community, and at least one member should preferably have a background in law.

The LC also has the same powers as a civil court and their powers are similar to the IC.

What are the mechanisms for organizations without an IC?

  • If the organization has 10 or more employees, and has still not constituted an IC, write a letter to the employer/head of the organization educating them about the same (a format is given below).
  • If the organization refuses to do so, send a copy of the same to the District Officer informing them of the status (a format is given below).
  • Alternatively, you may also submit your complaint on the SHe-box portal and the portal will reach out to your employer on the same.
  • Reach out to the LC for filing a complaint with them. Technically, you should just contact your employer and it is their duty to find the LC for you (if they have less than 10 members).

What are the alternative complaint options?

Apart from the IC in your workplace, you can file a sexual harassment complaint with any of the following authorities:

Police 

Sexual harassment violates not only the POSH law but also the Indian Penal Code, 1860 (IPC), which criminalizes offences such as outraging a woman’s modesty, sexual harassment by a man, assaulting a woman with the intention to disrobe, voyeurism, stalking, and insulting the modesty of a woman. Read more in the Nyaaya explainer on Sexual Crimes.

National Commission for Women and State Commissions for Women 

Complaints can be filed online, via post, and in person with the National or State Commissions for Women. Go to the resources section below to read more.

“SHe-Box” by Ministry of Women and Child Development (WCD)

“SHe-Box” is an online complaint platform by the Indian Ministry of Women and Child Development (“WCD”). SHe-Box allows female employees or visitors to raise complaints of sexual harassment at the workplace. It is a platform available for both the private sector and public sector. It aims at providing speedy redressal of sexual harassment complaints.

If a formal complaint is lodged with SHe-Box, based on an assessment of the complaint, the WCD will direct the complaint to the employee’s IC or the LC. The WCD also monitors the progress of inquiry conducted by the IC/LC and keeps the complainant updated. Any information given on this platform is kept confidential.

Note: You can file parallel complaints with the SHe-box, Women’s Commission, IC, and Police. Please remember that once you reach out to the Women’s Commission or SHe-box, they will focus on ensuring that the IC/LC starts an official investigation, whereas police procedure is a parallel process and is not mutually exclusive.

 

Redressal Process

How does the Internal Committee look into the complaint?

The IC or LC must complete their inquiry into every complaint of sexual harassment within ninety days from the submission of the complaint. After completing an investigation, they must prepare a report of findings.  If sexual harassment is proved, the IC may recommend that the employer  take action against the accused.

What are your rights as the Internal Committee investigates your complaint?

  1. Right to Information: The IC must educate you on the investigation procedure details with timelines, responsibility of all parties to maintain confidentiality, methodology, etc. at all stages of the investigation, be it when you file the complaint or any time during the investigation when you want clarity.
  2. Right to Confidentiality: The IC is bound to ensure that all the information that you are sharing with them as part of the complaint and during the course of investigation is kept confidential to the purpose of investigation. Only the IC members, Respondent, witness/es and authorities who need to know certain information will be made privy to it. Additionally, the IC also needs to take necessary measures to maintain confidentiality. This may include getting all parties, including you, to sign non-disclosure undertakings and more.
  3. Right to Transparency: The IC, as part of the investigation process, must share all information with you as well as the Respondent in order to provide both parties an equal opportunity to defend their complaint/rebuttal.
  4. Right to Fairness: The IC is bound to ensure that both you and Respondent are provided a fair and just treatment from the beginning till conclusion of  the investigation with absence of any form of bias and judgment. These are called ‘principles of natural justice’. Read more at the Ungender Blog.
  5. Right to Conciliation: As a part of your right to be fully informed of the investigation procedure, the IC has to inform you of the right to conciliate matters between you and the Respondent. However, money cannot be a part of such conciliation.
  6. Right to a Non-Retaliatory Environment: The IC is bound to ensure that all necessary measures are undertaken to redress any retaliation/victimisation that you might have to face because of your complaint.
  7. Right to File a Police Complaint: At any given point in time, if you wish to file a police complaint, the IC will need to extend all necessary support to you.
  8. Right to Interim Relief: During an on-going investigation, which starts at the time and day of you filing a complaint, the IC can and should educate you on the possible options you have as interim relief and extend the same to you.

What is the timeline for addressing the complaint?

Given below is the timeline for addressing complaints:

  • When the IC or LC receives the complaint, it should send one copy of the complaint  to the accused within seven working days.
  • The accused should reply to the complaint along with a list of supporting documents and names and addresses of witnesses within ten working days. 
  • The IC’s or LC’s inquiry  must be completed within  ninety days of receiving the complaint.
  • The IC or LC must make the inquiry report within ten days  of completing the inquiry.
  • The employer must act on the IC’s or LC’s recommendations within sixty days of getting the inquiry report.
  • Anyone not satisfied with the IC’s or LC’s decision can appeal against them  within ninety days.

Can the case be settled or conciliated? 

Yes, conciliation or settlement of the case can happen in IC or LC complaints made at workplaces. Conciliation is an informal method of resolving complaints before the complaint escalates into a formal inquiry.

Appeal Process

An appeal against the decision of the IC can be filed under following circumstances:

  • In case you are aggrieved with the decision of the IC; or
  • Aggrieved with non-implementation of the decision given by IC; or
  • Punished for filing a false/malicious complaint; or
  • If there has been a breach of confidentiality.

An appeal has to be filed with the ‘appellate authority’ under service rules. For example, many public sector organisations and government entities under their rules have an appellate body. If no such service rules exist, then an appeal has to be filed to the office notified by the State government. For instance, in the NCT of Delhi and Maharashtra, the Industrial Courts have been identified as appellate authority. Depending upon which State you are in, the appellate authority will be required to be identified.

This appeal has to be filed within ninety days of the decision of the IC. You can engage a lawyer for such appeals.

Types of Reliefs and Punishments

What are the punishments for committing sexual harassment at the workplace?

A person guilty of workplace sexual harassment can be punished as per the service rules of the organization, and other disciplinary actions  (if there are no service rules), including:

  • Written apology to the survivor
  • Warnings, reprimands, censure
  • Withholding of promotion
  • Withholding of pay rise or increments
  • Termination from service
  • Undergoing a counseling session
  • Carrying out community service
  • Deduction of compensation payable to the survivor from the wages of the accused
  • Compensation to the survivor.

The proportionality of the consequences and punishment decided for each allegation/set of allegations vary on various factors. IC’s are required to consider aspects pertaining to the authority/seniority of the perpetrator, duration, frequency, degree of offence, category, and ONLY at the end of an independent investigation decision, may also incorporate if there are any prior warnings given to the perpetrator.

How is the compensation amount decided? 

The compensation payable by the accused is decided by the IC or LC based on:

  • The mental trauma, pain, suffering, and emotional distress caused to the survivor
  • The loss in career opportunity due to the incident of sexual harassment
  • Medical expenses incurred by the survivor for physical/ psychiatric treatment
  • The income and financial status of the accused
  • Whether the accused can pay the compensation in a lump sum or installments.

Resources

Contact Information 

  1. SHe-Box Application http://www.shebox.nic.in/
  2. National/State Commission of Women Complaint Mechanisms:
  • Call 1091: Call 1091 and describe the crime in detail. Give your address and contact number. A police unit will then be sent to the address given to assist the survivor with the steps that need to be taken.
  • Online: The National Commission for Women has an online complaint system known as Complaints Registration and Monitoring System where a survivor can fill in details and file a formal complaint. The following information has to be given:
  • Details of the complainant (the person who is filing the complaint),
  • Details of the survivor (woman who has faced the violence),
  • Details of the accused and
  • Details such as:
    • Particulars of the Incident
    • Date and Time
    • Place of incident
  • Email: You can file a complaint with National Commission for Women  by sending an email to complaintcell-ncw@nic.in with any details regarding the sexual assault, such as the description of the person who allegedly commited sexual violence, or the description of the incident.
  • Post/ Letter/ Messenger: You can write a letter  to the National Commission for Women, to this address: National Commission for Women, Plot-21, Jasola Institutional Area, New Delhi- 110025

Checklists

  1. Draft a written complaint.
  2. Clearly mention the details of the incident(s) along with the circumstances preceding and following the incident.
  3. Mention details of the accused including name, designation, reporting structure between complainant and accused if any (whether subordinate, colleague or superior).
  4. Make six copies of the complaint.
  5. Submit any supporting documents with the complaint.
  6. Submit the names and addresses of any witnesses who are supporting your complaint.
  7. Mention relief sought by you.
  8. Submit your complaint to the IC within three months of the sexual harassment. If there is a delay, the IC may hear your case after giving written reasons.
  9. Submit requests for any interim measures required while the IC is investigating the complaint.
Note: It is a prevalent reaction by a woman to delete obscene messages and details from their phone, mailboxes, or message windows. A common mistake in hindsight when a woman decides to file a complaint is that it becomes difficult for her to procure evidence/s that will substantiate the content of her complaint. Even if you do not possess certain evidence/s, but you believe they can be procured by someone in authority, or because of their knowledge, please inform the IC at the time of filing your complaint. It is then their responsibility to ensure that that evidence is retrieved.

Women generally worry about the lack or absence of evidence/s and witness/es, and thereby refrain from filing a complaint. Lack of evidence/s and witness/es does not mean that your complaint is false or without any merit. Please do not be concerned too much about this. As long as incidents alleged by you happened, be truthful and detail everything to the IC.

 

Sample Forms

Source of Information

Legislation:

  • Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
  • Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.
  • Indian Penal Code, 1860.
  • The Criminal Law (Amendment) Act, 2013.

Resources:

Handbooks:

Glossary Terms

  1. Conciliation: A mutual agreement between parties to settle a problem between themselves peacefully.
  2. Interim measure: Actions taken during the pendency of an enquiry (90 days period) by the IC to provide some relief to the aggrieved.
  3. Ex-parte decision: Decision taken in the absence of one party.
  4. Witness: Any individual who was present at the time of a specific incident occurring or was privy to the happening of the said incident.
  5. Cross-examination: A process of questioning the statement, facts, and narrative by an individual with challenging enquiry
  6. Confidentiality: A mandated protection under the law provided for all individuals involved in a specific case investigation for their identity, content of a case/allegations, and output of the investigation.
  7. Inquiry report: A final document summarizing all details pertaining to a specific complaint with observations, minutes of meetings, conclusions, findings, and recommendation.
  8. Aggrieved: A person, cis-woman, or a person who identifies as a woman, who has experienced a sexual misconduct in a workplace.
  9. Complainant: A person, cis-woman, or a person who identifies as a woman, who has experienced a sexual misconduct in a workplace and filed an official complaint with the IC.
  10. Respondent: A person, irrespective of their gender, against whom a complaint of sexual misconduct has been filed.

Filing a Complaint against Sexual Harassment

The law has provided a detailed mechanism for filing complaints related to sexual harassment at the workplace. If you have been sexually harassed at the workplace, follow the steps given below to file a complaint for sexual harassment against your harasser.

 

In Writing(( Section 7(1), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013; Section 9, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.))

  1. Draft a complaint
  2. Make six copies of the complaint
  3. Submit any supporting documents with the complaint
  4. Submit the names and addresses of any witnesses who are supporting your complaint
  5. Submit your complaint to the Internal Committee* within three months(( Section 9(1), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)) of the sexual harassment.

 

If you cannot write the complaint on your own, the Committee can help you. A complaint can be filed by someone else on your behalf, such as:3(( Section 6, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.))

  1. Your relative or friend
  2. Your co-worker
  3. An officer of the National Commission for Women or State Women’s Commission
  4. Any person who has knowledge of the incident, with the written consent of the victim

If you do not want to file a formal complaint they can try to work out the situation with the other person. This is called “conciliation”(( Section 10, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.))

 

*If your workplace does not have an Internal Committee, you can go to the Local Committee that is closest to you(( Section 6(1), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)).

Online

You can also complain on the website of the Ministry of Women and Child Development through the SHe-Box.

SheBox

 

Who can seek Maternity Benefits?

You can seek maternity benefits if you are a woman and if you are:

  • Pregnant for the first time
  • Pregnant with one child or 2 children already
  • Adopting a child below the age of 3 months (( Section 5(4), The Maternity Benefit (Amendment) Act, 2017.))
  • Having a child through a surrogate (( Section5(4), The Maternity Benefit (Amendment) Act, 2017.))
  • Recovering from a miscarriage, abortion or tubectomy operation

You can enjoy maternity benefits such as taking a period of leave and getting paid during this period. However, you can only enjoy such benefits if you have worked for an employer for a minimum of 80 days in the last 12 months before your delivery. (( Section 5(2), The Maternity Benefit Act, 1961.)) This applies to all women who are pregnant, irrespective of age or marital status. However, this shall not apply to a woman who has immigrated into the State of Assam and was pregnant at the time of the immigration. (( Proviso, Section 5(2), The Maternity Benefit Act, 1961))

Currently, under the law, only women can seek maternity benefits. Men or persons who identify with other genders do not have an option to seek the benefits. However, you can check with the internal policy of your organization as it may provide for gender-neutral pregnancy leaves or paternity leaves.

Types of employment

Regular employee

Maternity benefit does not differentiate between permanent, temporary and contractual employees, so denying the benefit to any type of worker is against the law. (( Indu Joshi Vs. State of Uttarakhand and Ors. 2013 (139) FLR 439; Rachna Chaurasiya Vs. State of U.P. and Ors. 2017 (6) ALJ 454))

Casual/ Muster Roll employee

Courts have held that even women engaged on a casual basis, or on a muster roll basis(( Swati and Ors. Vs. Government of NCT of Delhi and Ors. 2016 (1) SLJ 201 (CAT))) on daily wages, are entitled to get the benefit of maternity leave at par with regular employees. (( Anju Sharma Vs. Lt. Governor, NCT of Delhi and Ors. In The Central Administrative Tribunal Principal Bench At New Delhi O.A. No. 543/2011; Municipal Corporation of Delhi Vs Female Workers (Muster Roll) and Ors. AIR 2000 SC 1274; Geeta Sharma Vs. Union of India RLW2001(4) Raj 637.))

Contractual employee

Maternity leave benefits are also accorded to contractual employees. (( Priyanka Gujarkar Shrivastava Vs. Registrar General and Ors. 2017 Lab IC 1646; Shanti Mehra Vs. State of Uttarakhand and Ors. 2017(2) UC 1438; State of H.P. Vs. Sudesh Kumari 2015 (145) FLR 516.)) Further, contractual employees are also entitled to 26 weeks of maternity leave. (( Jeslin Jose Vs. Cochin Port Trust 2019 (2) KHC 797)) However, a woman cannot avail maternity benefits after the expiry of the contractual period. (( Bharti Gupta Vs. Respondent: Rail India Technical and Economical Services Ltd. (Rites) and Ors. 123 (2005) DLT 138; Kavita Yadav Vs. The Secretary, Ministry of Health and Family Welfare Department W.P. (C.) No. 8884/2019 DHC.))

Victims of Sexual Harassment at Workplace

If you are a working woman in any capacity as given under, you will be protected from being subjected to sexual harassment at the workplace no matter the terms or conditions of employment, where they are employed or if they are simply visiting a place of work1(( Section 2(a), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)).

The law currently only recognizes women as possible victims of sexual harassment1. Men who face sexual harassment at work by either a woman or a man, are not protected in the same way as women. However, this varies according to the policy of the organization, which may cover men as well.

Women have legal protection if they are facing sexual harassment and can be considered any of the following:

  • Employee
  • A full-time employee
  • A part-time employee
  • A contractual employee
  • Working for compensation
  • Any woman in relation to any kind of a workplace, like an office, a household, etc.

Maternity Leave

You are entitled to leave from work when you are having a child. However, this differs based on certain circumstances:

If you are pregnant for the first time or you already have one child

You can claim a maximum of 26 weeks of leave if you are pregnant for the first time or if you already have one child. However, you cannot take more than 8 weeks of leave before the expected delivery date. (( Proviso, Section 5(3), The Maternity Benefit (Amendment) Act, 2017.))

If you already have 2 children

If you have 2 or more surviving children, then you can take 12 weeks of leave. For example, if a woman has 2 children already and is pregnant with her 3rd child, then she can take only 12 weeks of maternity leave. However,  only 6 weeks, can be taken before delivery. (( Proviso, Section 5(3), The Maternity Benefit (Amendment) Act, 2017.))

Adopting a child/ Commissioning mother

A woman who legally adopts a child below the age of three months, or a commissioning mother, is entitled to maternity leave. The period of leave is for 12 weeks from the date the child is handed over to the adopting mother or the commissioning mother. (( Section 5(4), The Maternity Benefit (Amendment) Act, 2017.))
A commissioning mother is also entitled to all the benefits an employee could have post the delivery of the child, except the leave involving health of mother after delivery. (( P. Geetha Vs.The Kerala Livestock Development Board Ltd. 2015 (1) KHC 165; Sadhna Agrawal Vs. State of Chhattisgarh and Ors. 2017 Lab IC 617.))

If you are suffering from illness arising out of pregnancy, delivery, premature birth of child, miscarriage, abortion or tubectomy operation, you will be entitled to an additional month of leave with wages at the rate of maternity benefit. (( Section 10, The Maternity Benefit Act, 1961.) You will have to submit proof of the illness for the same.

Actions and Behaviours seen as Sexual Harassment

According to law, several acts can be considered as sexual harassment. Most of these acts include a discernible sexual element. For example, if Seema’s boss asks her to have sex with him, or touches her in a way that makes her feel uncomfortable. Some of these acts are listed below. (( Section 2(n), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)):

  • Touching or any other form of physical contact that you do not want.
  • Asking for or demanding sex or any other sexual acts.
  • Saying things that are sexual in nature.
  • Showing you pornography in any form that you do not want to see, for example, videos, magazines, or books.
  • Any other actions that are sexual, including things that are said, things that are written, or touching.

Additionally, certain circumstances connected with any act or behaviour of sexual harassment may amount to sexual harassment of a woman. These include (( Section 3(2), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)):
(i) implied or explicit promise of preferential treatment in her employment; or
(ii) implied or explicit threat of detrimental treatment in her employment ; or
(iii) implied or explicit threat about her present or future employment status; or
(iv) interference with her work or creating an intimidating or offensive or hostile work
environment for her; or
(v) humiliating treatment likely to affect her health or safety.

This government handbook can help you understand what actions are seen as sexual harassment.

Salary during Maternity Leave

Employers have to pay women for the period during which they are absent from work as a result of their pregnancy. This is known as a maternity benefit. (( Section 2(h), The Maternity Benefit Act, 1961.))

  • An employer has to pay you for a period starting from the day of your delivery to six weeks afterwards. This period also includes the day of the  delivery. (( Section 5(1), The Maternity Benefit Act, 1961.))
  • However, you can only enjoy such benefits if you have worked for that employer for a minimum of 80 days in the last 12 months before your delivery. (( Section 5(2), The Maternity Benefit Act, 1961.))

Calculating Payment Amount/Average Wages

During this period of pregnancy, employers have to pay you the maternity benefit in the form of an average daily wage. (( Section 5(1), The Maternity Benefit Act, 1961.)) The calculation for the average daily wage is based upon the average of your wages for the 3 months before the date on which you start your pregnancy leave. The following  aspects are considered while calculating wages:

  • To calculate the number of days a woman has worked in the 3 months before the pregnancy leave, the employer will also consider the days for which the woman was fired or laid-off or on a holiday with wages.
  • If the calculation given above is not possible, the wage amount is considered to be 10 rupees per day. Even if calculation is possible, the higher amount out of the two is paid to the woman. (( Explanation, Section 5(1), The Maternity Benefit Act, 1961.))

Medical Bonus

If you did not take time off before your delivery and your employer does not provide free post-natal care,  you are also entitled to receive a medical bonus of 1000 rupees from your employer. (( Section 8(1), The Maternity Benefit Act, 1961.))

Workplaces where you can File a Complaint

Sexual harassment can happen to you in these workplaces:

  • Government based organizations: Any establishment, such as offices, branches, undertakings, etc.that is owned, controlled, established or financed wholly or substantially by the government, local authority or a cooperative society.
  • Private sector based organizations: Any private establishment, such as non-governmental organizations, ventures, societies, trusts, etc., carrying on professional, commercial, vocational, educational,  entertainment-based, industrial, health-based or financial activities.
  • Unorganized sector based workplaces: Any enterprise which works in sale of goods or provides any kind of service, where the number of employees is less than 10.
  • Any hospitals and nursing homes
  • Any household 
  • Any sports institute, stadium, sports complex, etc., used for training, sports or related activities. This includes residential complexes also.
  • Any place visited by an employee due to the employment. This includes employer-provided transportation for any such journey. For example, if an employee working in an organization in Delhi needs to visit an office in Mumbai, the transportation as well as the Mumbai office will fall within the purview of this Act.

If you have faced sexual harassment (( The Sexual Harassment of Women at the Workplace (Prevention, Prohibition and Redressal) Act, 2013)) at any of the workplaces given above, file a complaint with the Internal Committee.

Responsibility of Employers

For organisations under government or local authority control, employers are people appointed by the government or the local authorities to supervise and control the employees of an organization. These employers have ultimate control over the establishment.1 If no person is appointed as the employer, then the head of the department or the chief executive officer of the local authority will be considered to be the employer. In all other cases, such as privately-run organisations, whoever has the ultimate control over the organisation’s affairs or a manager, managing director, etc. are also considered employers.

Duties of employers

Employers have the following duties:

  • At the time of joining the employment, employers have to inform women  about every maternity benefit available under the Maternity Benefit Act and within the organization.2
    The employer cannot knowingly employ a woman during the 6 weeks following the date of her delivery, abortion or miscarriage.3
    The maternity leave starts  6 weeks before the delivery date of the woman. However, if she requests, it can start  one month before this period. During this period, the employer cannot give her arduous work, including any work that requires hours of standing or work that can negatively affect her health.4
  • Employers cannot dismiss women from their job during the maternity leave period.
  • Employers cannot deny payment of the maternity benefit to a woman eligible for such a benefit.

Punishments for Employers

Dismissal or non-payment of benefit

If an employer does not pay you the maternity benefit amount or dismisses you during your maternity leave, then he can be punished with imprisonment for up to one year and with a fine of up to Rupees Five Thousand.5

Punishment for any other violation

If your employer violates the law (The Maternity Benefit Act), then the punishment is imprisonment of up to one year, and/or a fine of up to Rupees Five Thousand.

Obstructing Inspectors

If anyone, including the employer, obstructs the Inspector from doing his duty then they will be punished with imprisonment of up to one year, and/or  a fine of up to Rupees Five Thousand.6

If you are facing trouble while seeking the benefit or for any other maternity-related reason, you have a right to file a complaint. Read more here.

  1. Section 3(d), The Maternity Benefit Act, 1961. [↩]
  2. The Maternity Benefit (Amendment) Act, 2017, Section 11(2). [↩]
  3. Section 4(1), The Maternity Benefit Act, 1961. [↩]
  4. Section 4(3) and Section 4(4), The Maternity Benefit Act, 1961. [↩]
  5. Section 21(1), The Maternity Benefit Act, 1961. [↩]
  6. Section 22, The Maternity Benefit Act, 1961. [↩]

Accused of Sexual Harassment at the Workplace

If someone says you have sexually harassed them, you should take it seriously. If you don’t come three times in a row to hearings your employer has set up, you may not get to speak before a decision is made(( Section 7(5), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.)). Only women are protected from being sexually harassed at their place of work(( Section 2(a), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)), but sexual harassment can be done by anyone, male or female(( Section 2(m), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)).

Rights of Accused

  • You cannot be arrested without a warrant
  • You have the right to get a copy of the complaint within 7 working days of the complaint being filed(( Section 7(2), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.)).
  • You have the right to reply. You can submit documents and a list of witnesses within 10 working days of getting the documents from the person who accused you(( Section 7(3), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.)).
  • You have the right to appeal a decision made by the Internal Committee

If the Internal Committee decides that the sexual harassment claim against you is not true, you will not be punished. However, if they decide the claim is true, the Committee can give your employer or the District Officer options for how you could be punished. Please note that neither you nor the accuser will be allowed to have legal representation(( Section 7(6), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.)).

How to claim Maternity Benefits?

The employer must pay you your maternity benefit before your delivery. (( Section 6(5), The Maternity Benefit Act, 1961.)) For this, you have to give your employer a written notice to state your claim to the maternity benefit. Given below  is a checklist of information that should be in the notice:

  • You have to state that you will not work for any other employer during the time for which  you have claimed the maternity benefit. (( Section 6(1), The Maternity Benefit Act, 1961.))
  • You can also nominate  another person who can receive the payment on your behalf. (( Section 6(1), The Maternity Benefit Act, 1961.))
  • In case you are pregnant, the notice should state the date from which you will be absent from work. This cannot be earlier than 6 weeks before the date of your expected delivery. (( Section 6(2), The Maternity Benefit Act, 1961))
  • You are required to submit proof that you are pregnant.

Claiming Benefit After Delivery

Subsequently, you can claim the maternity benefit for the period after your delivery within 48 hours of submitting proof that you have delivered the child. 1 If you have not given the notice when you were pregnant, you can give the notice as soon as possible after your delivery. (( Section 6(3), The Maternity Benefit Act, 1961))  However, just because you haven’t given a notice does not mean that you will not be able to get maternity benefits. You can make an application to the inspector and he can order that the payment be made. (( Section 6(6), The Maternity Benefit Act, 1961.))

Going Back to Work

If you continue to go to work after you have been allowed to take maternity leave by your employer, then you shall have to forfeit your claim to the maternity benefit for such period. (( Section 18, The Maternity Benefit Act, 1961.))

When to file a Complaint against Sexual Harassment

Generally, you must file a complaint within three months of the incident of sexual harassment that you have faced. The exact date of the deadline depends on the number of sexual harassment incidents you have faced. Also, if there has been a delay in filing a complaint, in some cases, your complaint might be accepted anyway.

3 Month Period(( Section 9(1), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.))

  1. One Incident of Sexual Harassment
    You must file your complaint within 3 months of the incident of sexual harassment.
  2. Multiple Incidents of Sexual Harassment
    If you have been subjected/been a victim of multiple instances of sexual harassment then you must file the complaint within 3 months of the last incident of sexual harassment.

Delay in Filing a Complaint

If you cannot file a complaint within 3 months:

  1. You can approach the Internal Committee anyway and try and explain to them why you couldn’t file the complaint.
  2. If the Internal Committee is satisfied that there were adequate circumstances that prevented you from filing a complaint then they will accept your complaint1. This is at their discretion.

Please do act, with the help of adequate support groups, to file a complaint as soon as you are comfortable enough to do the same.

Workplaces with Maternity Benefits

The Maternity Benefit Act will apply to you if you work in any of the following workplaces:

  • Any establishment such as a factory, mine or plantation, including government establishments (( Section 2(1)(a), The Maternity Benefit Act, 1961.))
  • Establishments employing people for the exhibition of equestrian, acrobatic and other performances (( Section 2(1)(a), The Maternity Benefit Act, 1961.))
  • Shops or establishments employing  10 or more people and which is covered within the laws of the state (( Section 2(1)(b), The Maternity Benefit Act, 1961.))
  • Any other establishment or class of establishments, industrial, commercial, agricultural units etc. that the state may notify. (( Proviso, Section 2(1),The Maternity Benefit Act, 1961.))

However, workplaces covered under the Employees’ State Insurance Act, 1948, will have to follow the maternity benefits given under this law. (( Section 2(2), The Maternity Benefit Act, 1961)) Read more here.

Working From Home

When your maternity leave is over and the nature of your work allows you to work from home, you can ask your employer to allow you to work from home. (( Section 5(5), The Maternity Benefit Act, 1961.)) This is based on you and your employer mutually agreeing on the conditions of your employment from home.

Work Environment after Filing a Sexual Harassment Complaint

Victims of sexual harassment are entitled to specific kinds of remedies that can safeguard their work environment, and make it more comfortable for them to continue working. If you are a victim of sexual harassment you can write to the Complaints Committee to ask them to make your place of work safer by(( Section 8, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.)):

  • Stopping the person who has been accused from reporting on your work performance and writing confidential reports about your performance and choosing someone else to do it.
  • Stopping the person who has been accused from supervising you if the sexual harassment incident happened in an academic setting.

Fired during Maternity Leave

You cannot be dismissed or fired by your employer during or due to your maternity leave. (( Section 12(1), The Maternity Benefit Act, 1961.)) Keep in mind:

  • During your maternity leave, your employer cannot change your condition of work to your disadvantage. For example, your employer cannot demote you at work just because you took maternity leave.
  • If you are fired or dismissed during your pregnancy, you are eligible to receive maternity benefit or medical bonus.
  • Your employer cannot cut your salary based on the fact that you requested and did non-strenuous work during your pregnancy. Even for reasons such as taking nursing breaks, your employer cannot cut your salary. (( Section 13(b), The Maternity Benefit Act, 1961.))

You can only be dismissed or dis-entitled to your maternity benefit in cases of gross misconduct. (( Proviso, Section 12(2)(a), The Maternity Benefit Act, 1961.)) Gross misconduct means deliberately destroying an  employers’ property, assaulting other employees, fraud concerning the employers’ work, etc. (( Section 8.The Maternity Benefit (Mines and Circus) Rules, 1963))

Punishment for Sexual Harassment

The law does not have a single punishment for all cases of Sexual Harassment at the workplace. Instead, the Committee investigating will recommend that the victim‘s employer act according to the service rules of their workplace, if it has them(( Section 13(3)(i), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)). If you have an employee handbook, please refer to that to see how your employer punishes sexual harassment. If the workplace does not have service rules, then the Committee will recommend that the District Officer take action. As punishment, an offender may(( Section 9, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.)):

  • Have to give a written apology
  • Be denied a raise/promotion/increment
  • Have to do community service
  • Be given a warning or censure
  • Lose their job
  • Have to get counselling

Whether or not the workplace has service rules, the Committee can also recommend that the employer take a certain amount from the offender’s salary/wages so that compensation can be paid to the woman who was harassed. If the employer cannot take money from the offender’s salary because they are not working or have left work, the Committee can order the offender to pay the victim directly. If the offender does not pay the compensation, then the Committee can ask the District Officer to get the money from the offender(( Section 13(3)(ii), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)).

Maternity Benefit in case of death of a Woman

An employer has the duty to pay maternity benefit even in case the woman dies as a result of the pregnancy. If the woman dies before receiving the maternity benefit or amount, the employer shall pay the amount to the person nominated by the woman in the notice given by her.  (( Section 7, The Maternity Benefit Act, 1961.)) The amount payable depends on the following:

Situation  Duty of Employer
If a woman dies during the period of her maternity leave. (( Proviso (2), Section 5(3), The Maternity Benefit Act, 1961.)) The employer needs to pay the maternity benefit only for the days up to and including the day of her death.
If a woman dies during or following her delivery but has given birth to her child. The employer shall be liable to pay  the maternity benefit for that entire period.
If the child also dies during the said period. (( Proviso (3), Section 5(3), The Maternity Benefit Act, 1961.)) The employer is liable to pay the maternity benefit until the date the child passes away, including the date of the death of the child.

Your Privacy during the Complaint and Proceedings

As a victim, you have a right to keep your complaint and the things that happen after it private. The law guarantees that the following information is private1:

  • Your identity and address
  • The identity and address of the person you accused, as well as the witnesses
  • Information about the conciliation (see what this means in the Glossary) or inquiry being made by the committee
  • Recommendations of the Internal Committee or the Local Committee
  • Action taken by the employer or District Officer

All of the above information cannot be published, communicated, or made known to the public, press, or media in any way(( Section 16, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)) . If any person who is entrusted to handle the complaint, inquiry or recommendations, makes the aforementioned information public, he will be punished in accordance with the service rules of the organization. (( Section 17, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.))

Nursing Breaks or Creche Facilities

Other than the maternity pay and leave, women are entitled to other benefits. These benefits such as nursing breaks and creche facilities allow women to make an easier transition back into work after their maternity leave.

Nursing breaks

If you return to work after your delivery, you can take 2 breaks of 15 minutes each daily (( Section 6, The Maternity Benefit Act, 1961.)). You can nurse your child and take nursing breaks till the child is 15 months old. (( Section 11, The Maternity Benefit Act, 1961))

Creche Facility

Every establishment having fifty or more employees shall have a creche facility. (( Section 11A, The Maternity Benefit (Amendment) Act, 2017)) You can visit the creche 4 times in a day as per the law. (( Section 6, The Maternity Benefit (Mines and Circus) Rules, 1963.)) You can take an extra time of 5-15 minutes. This includes the time to and from the:

  • Creche (a nursery where babies and young children are cared for during the working day) or
  • Any other place where the children are being taken care of.

The Ministry of Women and Child Development issued guidelines for setting up and running creches, which prescribe standards that creches should adhere to. (( National Minimum Guidelines for Setting Up and Running Crèches under Maternity Benefit Act 2017, https://wcd.nic.in/sites/default/files/National%20Minimum%20Guidelines.pdf)) The guidelines state that there should be one crèche for every 30 children, which should be extended to any employee’s child between the age group of 6 months to 6 years. The location of the crèche facility should be at the workplace, or within 500 meters from the workplace.

Employer’s Responsibility to Prevent Sexual Harassment

Under the law, an employer has to take certain steps to create a safe work environment for women.

Women in the workplace should feel safe from sexual harassment from co-workers as well as others who might just be visiting the workplace. It’s important for employers to display the sexual harassment policy of the company where it can be seen. They also must display the order that sets up the Internal Committee so employees, as well as visitors to the workplace, can see it.

Employers must(( Section 13, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.))

  • Create and put forward a detailed sexual harassment policy
  •  Make sure employees are aware of the issue of sexual harassment
  •  Set up committees in the workplace that women workers can turn to if they have been sexually harassed
  •  Make sure committees are well-trained and well-staffed
  •  Prepare a yearly report and turn it over to the state government
  • The District Officer will also appoint a Nodal Officer who can receive complaints at a local level(( Section 6(2), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)).

Complaints against Employer

If your employer has withheld any payment or maternity benefit from you or has dismissed you on account of your maternity leave, then you can approach the following authorities:

Inspector

You can approach the inspector to make a complaint. The inspector may make an inquiry on his own or after receiving a complaint, and pass orders based on the case. (( Section 17(1) and Section 17(2), The Maternity Benefit Act, 1961.)) Commonly, the inspectors appointed under this law are labour regional commissioners. To know which officers have been designated as inspectors, click here.

You can appeal the decision of the inspector to the Labour Court. You should file the appeal within 30 days from the date on which the decision is communicated to you. (( Section 17(3), The Maternity Benefit Act, 1961.)) However, if you do not file an appeal then the decision of the inspector is final. (( Section 17(4), The Maternity Benefit Act, 1961.)) You can request the advice of a lawyer for the same.

National and State Commissions for Women

The National Commission for Women (NCW) is a national-level government organization that is empowered to investigate complaints related to issues faced by women. The NCW will help you by:

  • Monitoring and expediting the investigations being led by the police.
  • Providing counselling or a hearing before the NCW. This is done to resolve disputes between the two parties.

You can get in touch with them by either calling the helpline number 1091, or sending an email to ncw@nic.in, or filing an online complaint. Further, you can also approach the State Commission of Women situated in your state, and ask them for help.

Forming an Internal Complaints Committee

Workplaces with more than 10 employees are required to set up a committee that specifically handles cases of Sexual Harassment. This is known as the Internal Committee. It must have(( Section 4(2), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)):

  •  A presiding officer, who is a woman employed at a senior level
  •  Three students, if the matter involves students
  •  One member from a non-government organisation or association committed to the cause of women, or a person familiar with sexual harassment issues. This member will be paid.
  •  Women as at least half of its members
  •  No person in senior administrative positions as a member such as Vice-chancellor, Registrar, Dean, or head of department
  •  A three-year term for members. Higher education institutions may also employ a system where one-third of the members change every year.

If the presiding officer acts in violation of their powers, they will be removed and a new nomination will take place((Section 4(5), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.))

The Internal Committee has to follow the regulations for taking complaints and making inquiries in a reasonable amount of time. The company or institution has to give the Internal Complaints Committee the things they need to make inquiries.

Proof of Pregnancy/Miscarriage/Abortion/Tubectomy/Operation

Proof of a pregnancy, miscarriage, abortion or tubectomy operation is necessary if you want to claim maternity benefits. You can prove the fact that you are pregnant, had a miscarriage, abortion, tubectomy operation or suffered an illness arising out of these procedures if you produce a certificate to that effect from any of the following(( Section 4, The Maternity Benefit (Mines and Circus) Rules, 1963)):

  • Registered Medical Practitioner
  • A Medical Officer of a regional hospital or a dispensary set up under the Coal Mines Welfare Organisation
  • Medical Officer of a Mines Board where the mine is situated.

The fact that a woman has been confined can also be proved by the production of a certified extract from a birth register or a certificate signed by a registered midwife. Additionally, a certificate signed by a registered midwife also proves miscarriage. The death of a woman can be proved by a certified extract from a death register.

False Complaint of Sexual Harassment

False complaints made on purpose or fake documents given to the committee are taken very seriously. If a victim or someone acting for them does either of these things, they could be punished based on the service rules of the workplace. If there are no service rules, the action taken against them can be decided by the Committee(( Section 14(1), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013)). As punishment they may(( Section 9, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.)):

  • Have to give a written apology
  • Be given a warning or censure
  • Not be given a promotion
  • Not be given an increment
  • Lose their job
  • Have to have a counselling session
  • Have to do community service

Just because a victim is unable to provide enough proof to the Committee, it does not always make her complaint false(( Section 14(1), Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.)). The Committee will have to find out if she made a wrong complaint on purpose.

For example, if Isha makes a complaint against Rohit but there are no witnesses, documents, or anything at all that shows there was sexual harassment, her complaint will not be seen as false. But, if Isha wrote an email to a friend telling them she was lying about the harassment happening, her complaint could be seen as malicious or false.