Workplace Harassment Laws and Implementation
Following recent high-profile cases, what are the current protections under the Protection Against Harassment of Women at Workplace Act, and how effectively are they being implemented? What remedies are available to victims, and what obligations do employers have to prevent harassment?
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12 days ago
The Protection Against Harassment of Women at Workplace Act provides a three-tier mechanism: an in-house inquiry committee, an ombudsperson at the provincial level, and appeals to the President/Governor. Recent amendments have expanded the definition of 'workplace' to include any place where work-related interactions occur, including digital spaces, and broadened 'harassment' to include discrimination and intimidation.
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1 reply
12 days ago
Implementation remains problematic. Many companies, particularly smaller ones, haven't established inquiry committees. The ombudsperson offices are understaffed and overwhelmed. Victims often face retaliation despite legal protections. Recent high-profile cases have exposed these gaps, though they've also raised awareness that's leading to better compliance in larger organizations.
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12 days ago
Employers are legally required to: (1) Adopt a code of conduct (2) Form an inquiry committee with at least one female member (3) Display the code in English and Urdu (4) Include the code in management policy. Penalties for non-compliance include fines up to PKR 100,000. The law provides for compensation to victims and disciplinary action against harassers.
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1 reply
12 days ago
The effectiveness varies significantly across sectors. Multinational companies typically have robust policies, while local businesses often lag behind. I've handled several cases where victims were pressured to withdraw complaints or accept informal resolutions. Progressive companies are now going beyond minimum requirements with regular training, anonymous reporting mechanisms, and third-party investigators to ensure impartiality. These measures greatly improve effectiveness.
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