Introduction
The World Health Organization estimates that 50% of the global workforce has experienced workplace harassment. In response, several nations have taken precautionary measures to prevent workplace harassment and create a work environment safer for both women and men. In India, the Prevention of Sexual Harassment (POSH) Act, 2013, plays an important role in addressing workplace misconduct. However, how does India’s POSH law compare to the global benchmarks? What do the laws in the US, UK, Canada, Australia, and EU say – and protect – about workplace harassment?
This comparative analysis of POSH laws examines the salient provisions, enforcement mechanisms, and legal structures in India vis-a-vis other countries. These differences will help us derive some global best practices that will strengthen workplace anti-harassment policy in India. Understanding the mechanisms to redress sexual harassment complaints across various jurisdictions is crucial for organizations and policymakers, to take a holistic approach and to ensure employee safety at the workplace.
What is the POSH Act, of 2013?
The Protection of Women from Sexual Harassment (POSH) Act, 2013, was enacted in India to protect women against sexual harassment in the workplace and for the prevention and redressal of complaints of sexual harassment. It makes it mandatory for every organization with ten or more employees to establish an Internal Complaints Committee (ICC) to investigate complaints of sexual harassment. It is critical for employers to also provide preventative measures, conduct awareness programs, and implement policies to create a safe work atmosphere.
While the POSH Act has been progressive, there are shortcomings in terms of its implementation in the informal sector and gig workers. By comparative study of POSH laws in other countries, key areas in which the Indian framework can be alleviated to meet the global workplace safety standards can be identified.
POSH Act, 2013: An Overview
Essential Features of the POSH Act, 2013
- Definition of Sexual Harassment: Sexual Harassment included unwelcome physical contact and advances, or any act or conduct of a sexual nature.
- Redressal Mechanism:
- Establishment of an Internal Complaints Committee (ICC) at the workplace.
- Formation of Local Complaints Committee (LCC) at each district level in cases of the absence of an ICC.
- Employer Obligations:
- Implementing policies and training programs to prevent sexual harassment.
- Organizing awareness workshops and employee sensitization programs.
- Filing an annual compliance report.
- Penalties for non-compliance: Fines, cancellation of business licenses, and reputational damage for not complying with the Act.
- Timeframe for Resolving Complaints: Complaints must be resolved in 90 days.
Limitations of the POSH Act in India
However, some of the limitations of the POSH law in India include:
- Lack of an external monitoring mechanism to ensure compliance.
- Difficulty in imposing fines,
- Lack of safety net for the informal sector employees and gig workers.
Sexual Harassment Law in Other Countries
1. United States — Title VII of the Civil Rights Act
- Regulatory Body: Equal Employment Opportunity Commission (EEOC)
- Key Features:
- Applies to employees, job applicants, and independent contractors.
- Defines workplace harassment more broadly, including quid pro quo and hostile work environments.
- Employers are required to provide mandatory anti-harassment training.
- Redressal Mechanism: The EEOC accepts complaints from workers, investigates them, and may file lawsuits where appropriate.
- Penalty: Significant fines and compensatory payments to victims.
2. United Kingdom – The Equality Act, 2010
- Regulator: Employment Tribunal
- Key Features:
- Covers all employees — including part-timers, temps, and apprentices.
- Employers have a responsibility to exercise reasonable care to prevent harassment in the workplace.
- Includes third-party harassment (i.e., by clients or customers).
- Remedies: Employees can file claims at the Employment Tribunal.
- Penalty: Compensation for loss of earnings and punitive damages.
3. Canada: Canada Labour Code & the Provincial Laws
- Regulator: Canadian Human Rights Commission
- Key Features:
- Applies to federal and provincial workplaces.
- Employers are required to implement preventive measures and conduct regular checks.
- Procedural Safeguards: Employees can exercise the right of access to provincial and federal entities.
- Sanction: Imposing heavy financial penalties for non-compliance.
4. Australia – Sex Discrimination Act, 1984
- Regulatory Body: Australian Rights Commission
- Key Features:
- This covers any gender-based discrimination in the workplace.
- Employers are required to take proactive steps to prevent harassment.
- Legal protections have strengthened in recent reforms.
- Redressal Mechanism: Fair Work Commission handles disputes.
- Business Consequences: Organizations face substantial fines and damage to their reputation.
5. European Union – Equal Treatment in Employment Directive
- Key Features:
- The Directive will create a uniform anti-harassment framework in the Member States.
- Includes psychological harassment as well as physical harassment.
- The goal is to encourage companies to implement policies to prevent this.
- Policing: Varies in every country; it is generally handled by labor courts.
- Penalty: Strict penalties for employers who fail to prevent workplace harassment.
Difference Between POSH Laws in India vis-a-vis Global Standards
| Criteria | India (POSH Act, 2013) | USA (Title VII) | UK (Equality Act) | Canada (Labour Code) | Australia (Sex Discrimination Act) |
| Coverage | Employees only | Employees + Contractors | Employees + Third-party | Employees + Public Sector | Employees + Independent Workers |
| Complaint Redressal | Internal Complaints Committee (ICC) | EEOC | Employment Tribunal | Human Rights Commission | Fair Work Commission |
| Employer Obligations | Policy + Training | Strict Training Mandates | Employer Liability | Investigation Mandate | Preventive Measures |
| Penalties | Fines + Business License Revocation | Heavy Fines | Compensation-based | Financial Penalties | Legal Actions + Fines |
| Time Limit for Filing | 90 Days | 180 Days | 3 Months | 12 Months | Varies |
International Best Practices That India Can Follow
- Enhancing independent oversight by establishing an independent level of regulation similar to the EEOC.
- Expanding protections to gig workers, freelancers, and third-party vendors.
- Holding employers legally and financially accountable.
- Implementing industry-wide compliance training.
- Strengthening protections for whistleblowers to encourage employees to report harassment without fear of retaliation.
FAQs on POSH Laws in India and Other Countries
1. Differences between the POSH Act in India & Workplace Harassment laws in the US.
India’s POSH Act, 2013 places a significant emphasis on Internal Complaints Committees (ICC), whereas USA’s EEOC imposes very strict legal penalties and employer accountability for workplace harassment.
2. Are gig workers and freelancers covered under India’s POSH Act?
No, India’s POSH Act applies only to employees. In contrast, countries like Canada and Australia extend protections to gig workers and freelancers.
3. What punishment has been prescribed in India for sexual harassment in the workplace?
Employers that fail to comply with the POSH Act may be subject to penalties, revocation of business licenses, and other legal consequences.
Conclusion
The comparison of the laws across countries indicates that while the Indian POSH Act, 2013 is a progressive law, it requires strict implementation, expanded coverage, and stronger punishment. India can adopt the best global practices to ensure overall workplace safety from countries including the USA, UK, and Canada.
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