Workplace Harassment in Pakistan

Harassment at the workplace is a serious harm that affects the dignity, wellbeing, and careers of those subjected to it, and the law provides specific protections and remedies against it, as well as obligations on organisations to prevent it. For those who experience harassment, the law offers a route to complaint and redress; for organisations, it imposes duties to maintain a safe workplace and to deal properly with complaints. Global Law Company advises and represents both complainants and organisations across Pakistan on workplace harassment, with the sensitivity and confidentiality these matters require.

Workplace harassment matters are sensitive and consequential for everyone involved, and they must be handled fairly, confidentially, and in accordance with the law. We act for those seeking protection and redress and for organisations seeking to comply with their obligations and handle complaints properly, always with care for the seriousness of the issues.

The legal framework

Workplace harassment in Pakistan is addressed principally by the dedicated legislation on the protection against harassment of women at the workplace, the Protection against Harassment of Women at the Workplace Act 2010 and its subsequent amendments and provincial counterparts, which defines harassment, requires organisations to implement anti-harassment policies and inquiry committees, and provides a mechanism for complaints to the organisation and to the Ombudsperson, with remedies and penalties. The scope of the protection has developed through amendment and case law. Related conduct may also engage the criminal law under the Pakistan Penal Code and, for online harassment, the cybercrime regime. Understanding this framework, and recent developments in it, is central to advising both complainants and organisations.

Acting for complainants

For those who experience harassment at work, the law provides a route to complaint and redress, but pursuing it can be daunting, and effective, sensitive support makes a real difference. We advise and represent complainants, explaining their rights and options, preparing and pursuing complaints to the organisation's inquiry committee and to the Ombudsperson, and seeking the remedies and protection the law provides. We handle these matters with strict confidentiality and sensitivity, mindful of the personal and professional stakes for the complainant, and we pursue their case firmly while supporting them through what can be a difficult process. Our aim is to secure redress and protection for those who have been harassed.

Advising organisations on compliance

The law imposes clear obligations on organisations to prevent and address harassment, and compliance protects both employees and the organisation. We advise organisations on meeting their obligations, implementing the required anti-harassment policy and code of conduct, constituting and supporting the inquiry committee, communicating the policy to staff, and creating a safe workplace, and we help them build the framework the law requires. Compliance is not merely a legal obligation; it protects employees from harm and the organisation from liability and reputational damage. We help organisations put in place the policies, committees, and procedures that demonstrate genuine compliance and a real commitment to a safe workplace.

Conducting and advising on inquiries

When a complaint of harassment is made, the organisation must inquire into it properly, fairly, confidentially, and in accordance with the law, and the conduct of the inquiry is critical for the complainant, the respondent, and the organisation. We advise organisations and their inquiry committees on conducting inquiries correctly, ensuring fairness to all parties and compliance with the law, and we advise and represent complainants and respondents in inquiry proceedings. Because a mishandled inquiry can fail the complainant, be unfair to the respondent, and expose the organisation, getting the process right matters greatly. We bring the legal knowledge and the sensitivity to ensure inquiries are conducted properly and their outcomes are sound.

Appeals, the Ombudsperson, and related remedies

The harassment framework provides for complaints and appeals to the Ombudsperson and onward, and related conduct may engage other remedies. We represent complainants and respondents in proceedings before the Ombudsperson and in appeals, and we advise on the related remedies that may be available, including under the criminal law and, for online harassment, the cybercrime regime. We handle the full range of harassment-related matters, coordinating the different remedies where appropriate and pursuing or defending them with the sensitivity and rigour the subject demands. For complainants seeking redress and respondents facing allegations, effective representation through these processes is essential, and we provide it.

How Global Law Company helps

We advise and represent both complainants and organisations across the whole of workplace harassment, pursuing complaints and redress for those harassed, advising organisations on compliance and the required policies and committees, conducting and advising on inquiries, and handling proceedings before the Ombudsperson and on appeal, with strict confidentiality and sensitivity. Because these matters are serious and sensitive for everyone involved, we bring both legal rigour and genuine care. Our focus is protection and redress for those harassed and proper, compliant handling for organisations.

Why choose Global Law Company

Harassment work rewards advisers who know the specific framework, handle matters with sensitivity and confidentiality, and can act for both complainants and organisations, and clients value that we bring all of this. We pursue redress for the harassed, build compliance for organisations, ensure inquiries are conducted properly, and handle appeals. For a serious and sensitive area, that combination of rigour and care is exactly what is needed.

Talk to us about workplace harassment in Pakistan