What counts as workplace harassment?
Any unwelcome sexual advance, request for a favour, or verbal or physical conduct of a sexual nature that interferes with work or creates an intimidating environment.
Harrasment & Women Rights
Legal Assistance for WomenFacing Harassment in Pakistan
Workplace harassment can affect a person's dignity, professional reputation, safety, and career. Pakistani law provides mechanisms for addressing workplace harassment and protecting employees from inappropriate conduct.
Quick Answers
Questions, Answered Directly
Where do I file a complaint?
Start with your employer's Inquiry Committee. If there is none or the outcome is unsatisfactory, file with the Federal or Provincial Ombudsperson under the 2010 Act.
Can I be punished for complaining?
No. Retaliation against a complainant is itself unlawful and can be raised before the Ombudsperson.
Legal Overview
Workplace Harassment Law in PakistanProtection Against Harassment Act, 2010
The Protection Against Harassment of Women at the Workplace Act, 2010 provides a legal framework intended to protect women from harassment and promote a safe and respectful workplace environment reflecting the constitutional commitment to the dignity of every person under Article 14 of the Constitution of the Islamic Republic of Pakistan.
01
Your dignity matters
Harassment can have serious personal and professional consequences. A complaint should be approached carefully, with attention to the facts, evidence, and applicable legal procedure.
02
Evidence is important
Messages, emails, documents, witness accounts, and other relevant material can help establish the circumstances surrounding a complaint.
03
Legal guidance matters
Workplace harassment cases can involve internal inquiry committees, employers, and Ombudsperson proceedings. Proper legal guidance can help identify the appropriate route.
01. Workplace Conduct
What can constitute harassment?
Workplace harassment can take different forms. The surrounding circumstances and applicable legal provisions determine how specific conduct is treated.
- Unwelcome sexual advances, whether verbal, physical, or written
- Requests for sexual favors linked to employment benefits
- Abusive, offensive, humiliating, or threatening language
- Gestures or conduct creating an intimidating or hostile environment
- Harassment through WhatsApp, email, social media, or other digital channels
02. Protection
Who may be protected?
The applicable protection depends on the person's role, workplace, and relevant legal framework.
- Permanent employees
- Contractual and temporary employees
- Interns and trainees
- Students and volunteers in applicable workplace environments
- Persons covered by relevant workplace protection laws
Employer Duties
Employer's ResponsibilityUnder the 2010 Act
- Adopt and communicate an appropriate code of conduct
- Establish the required inquiry mechanism
- Provide accessible channels for complaints
- Ensure complaints are handled fairly and confidentially
- Promote workplace harassment awareness and prevention
03. Legal Procedure
Workplace harassment complaint process
The exact procedure can depend on the organization, forum, applicable law, and facts of the matter.
01
Document the incident
Preserve relevant messages, emails, documents, witness information, and other material that may help establish what happened.
02
Submit the complaint
A complaint may be submitted through the appropriate workplace mechanism or another legally available forum, depending on the circumstances.
03
Inquiry & decision
The relevant inquiry body may examine the allegations, hear the parties, review evidence, and make a decision according to the applicable procedure.
04. Further Remedies
Appeal to the Ombudsperson
Where the law provides an appeal or external remedy, a person dissatisfied with an internal decision may be able to approach the relevant Federal or Provincial Ombudsperson. Key points:
- Appeals are generally subject to applicable limitation periods
- Procedural requirements must be followed for the appeal to be effective
- The Ombudsperson forum operates separately from internal workplace inquiries
Because limitation periods and procedural requirements can matter, obtaining legal advice promptly is important.
Complainant Protection
Protection during proceedings
- Protection against retaliation
- Protection against discriminatory treatment
- Protection against wrongful workplace consequences
- Confidential handling of sensitive information
Constitutional Framework
Constitutional GuaranteesAgainst Harassment & Abuse
In Pakistan, safety, personal dignity, and protection against harassment and abuse are guaranteed by fundamental constitutional provisions that direct the State to protect its citizens and ensure gender-equal opportunities.
Article 9
Security of Person
Secures the fundamental right to life and liberty, which is threatened by physical abuse or harassment.
Article 11
Prohibition of Slavery & Forced Labour
Prohibits trafficking and forced labour, protecting vulnerable workers and victims of extreme exploitation.
Article 14
Inviolability of Dignity of Man & Privacy of Home
Declares that the dignity of every individual and the privacy of their home are inviolable, serving as the core basis for anti-harassment laws.
Article 25
Equality & Non-discrimination
Guarantees equal protection under the law and explicitly forbids sex-based discrimination.
Article 25(3)
Special Legislation Authorization
Empowers the legislature to draft special protective laws for the benefit and safety of women and children.
Key Statutes & Enactments
The primary statutes regulating harassment, domestic violence, and defamation in Pakistan:
Domestic Violence (Prevention & Protection) Act
2012/13/21Provincial laws providing protection orders, residence rights, and financial relief for domestic abuse victims.
Pakistan Penal Code (PPC)
1860Substantive criminal law defining offences such as assault, criminal intimidation, and sexual abuse.
Defamation Ordinance
2002Governs civil remedies and damages for false, defamatory statements that damage a person's reputation.
Protection Against Harassment of Women at the Workplace Act
2010Outlines codes of conduct, internal inquiry mechanisms, and ombudsperson appeals to secure workplace safety.
Dignity Baseline
Under Article 14 of the Constitution, the right to dignity is an absolute right. This means that a person's dignity cannot be compromised or traded off under any circumstances, providing a powerful legal baseline against systemic harassment.
Frequently Asked Questions
Questions you may havebefore taking the next step.
Find answers to common questions about our legal services, consultation process, and handling of legal matters in Pakistan.
Verbal harassment, offensive jokes, abusive language, and other inappropriate workplace conduct may be relevant to a harassment complaint depending on the circumstances and applicable law.
Yes. Relevant digital communications, including emails, WhatsApp messages, social media messages, screenshots, and other electronic evidence may be relevant when reporting workplace harassment.
Workplace harassment laws and procedures may prescribe specific time limits. Because exceptions and procedural requirements can apply, it is advisable to seek legal advice promptly after an incident.
The Protection Against Harassment of Women at the Workplace Act primarily provides protection to women. Other workplace misconduct policies and applicable laws may provide remedies to male employees.
Workplace harassment proceedings involve confidentiality requirements. The exact procedure depends on the applicable law, forum, organization, and circumstances of the complaint.
Legal information: This page provides general information about workplace harassment law in Pakistan and is not a substitute for legal advice. Applicable laws, procedures, limitation periods, and available remedies may vary according to the facts and relevant forum.
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