This Act is a legal framework in India that aims to prevent and address incidents of sexual harassment at workplaces.

The Act covers all employees, including permanent, temporary, contract workers, and even associates & consultants visiting the workplace.

Sexual harassment includes any unwelcome conduct of a sexual nature, including physical, verbal, or non-verbal acts.

Applicable to all types of workplaces – government, private, organized, unorganized, hospitals, sports institutes, stadiums etc. 

For unorganized sector- number of workers may be less than ten but for organized sector it should be minimum ten.

Employers are required to implement policies, establish an Internal Complaints Committee (ICC), conduct awareness programs, and ensure a safe and harassment-free work environment.

ICC constitutes members as per the provisions of The Sexual Harassment of Women At Workplace (Prevention, Prohibition and Redressal) Act,2013. There should be mandatorily one external member in the ICC.

The ICC is responsible for receiving and investigating complaints of sexual harassment and recommending appropriate action.

The Act outlines a specific procedure for reporting incidents of sexual harassment, which typically involves approaching a member of the ICC or a designated authority within the organization.

The Act encourages prompt reporting, but it does not specify a strict time limit for filing a complaint. However, it is advisable to report incidents as soon as possible for an effective investigation.

Yes, the Act mandates that the complaint process should be kept confidential to protect the privacy of the parties involved.

The Act prohibits any form of retaliation against the complainant for reporting an incident of sexual harassment.

The ICC conducts an impartial investigation, which may involve interviews with the complainant, the respondent, and any witnesses. Based on their findings, they recommend appropriate action.

Depending on the severity of the incident, outcomes may range from counselling and warnings to more severe disciplinary actions, including termination.

Yes, the Act allows for an appeal process if either party is dissatisfied with the outcome of the investigation.

Non-compliance can result in penalties, including fines and potential legal action against the organization and its representatives.

The Act recommends regular awareness programs to educate employees about their rights and responsibilities regarding sexual harassment.

Yes, the Act recognizes that sexual harassment can occur from third parties connected with the workplace, and provides for a complaint mechanism in such cases