Harassment at work is not just a human-resources problem in Pakistan - it is a legal wrong with a dedicated statute, a specialist regulator and a clear complaints route. The Protection Against Harassment of Women at the Workplace Act 2010 (Act IV of 2010), significantly widened by a 2022 amendment, gives every employee a way to raise a complaint and have it decided by an inquiry committee or the Ombudsperson. This guide walks through what the law covers, how to complain, the penalties, and how appeals work.
What the 2010 Act covers
The Act applies to public and private organisations across Pakistan and obliges every employer to prevent harassment and to deal with complaints fairly. Despite its historic name, the framework protects employees generally, and the courts have read it broadly. The landmark 2022 amendment made three important changes:
- Wider "workplace" - now covers not just offices but educational institutions, studios, courts, sporting facilities, gig and performance settings, and work-related activity outside the premises.
- Wider "harassment" - the Supreme Court held that harassment includes discrimination on the basis of gender, and Parliament added this to the definition.
- Cyber harassment - online harassment and cyberbullying connected to work are now expressly included.
The Act sits alongside the wider employment framework - see our overview of labour laws in Pakistan and our employment contract guide for how these obligations fit into the workplace as a whole.
What counts as harassment
Harassment under the Act is any unwelcome conduct of a sexual nature, a demand for sexual favours, or other verbal or physical conduct that creates an intimidating or hostile working environment, or is used to affect a person's employment. Since 2022 it also covers gender-based discrimination and work-related cyber harassment. In practice, complaints commonly involve:
- Unwelcome advances, comments or messages, in person or online.
- Quid pro quo pressure - linking a promotion, transfer or continued employment to a favour.
- A hostile environment created by repeated remarks, gestures or exclusion based on gender.
Keep the evidence. Screenshots of messages, emails, call logs, dates and the names of witnesses all strengthen a complaint. Digital records are admissible - see our note on WhatsApp and digital evidence in Pakistani courts.
The inquiry committee
Every employer must constitute a standing inquiry committee to receive and decide complaints. The composition is set by the Act:
| Committee role | Who fills it |
|---|---|
| Member 1 | A senior member of the organisation's management |
| Member 2 | A representative of the employees or the collective bargaining agent (where one exists) |
| Member 3 | At least one woman must be on the committee |
| External option | If three members cannot be found in-house, one or more may be co-opted from outside |
| Chairperson | Designated from among the members |
The committee acts as an internal quasi-judicial body: it holds a fair hearing, lets both sides present evidence and witnesses, and must complete the inquiry within 30 days of initiating it.
How to file a complaint
A complainant has a choice of two routes, and does not have to exhaust the internal process before going to the regulator:
| Route | Where it goes | What happens |
|---|---|---|
| Internal | Organisation's inquiry committee | Written complaint; hearing; decision within 30 days |
| Ombudsperson | FOSPAH (federal) or the provincial Ombudsperson | Show-cause notice to the accused; written defence; personal hearing; decision |
At the Ombudsperson, the accused is typically issued a show-cause notice within a few days and must file a written defence, usually within five days. The Ombudsperson then holds a hearing, examines the records and evidence, and conveys a reasoned decision to both parties and the organisation. The Federal Ombudsperson Secretariat for Protection Against Harassment (FOSPAH) handles federal complaints, while each province has its own ombudsperson. Complaints should be brought promptly, generally within about a month of the incident.
Penalties the Act allows
The Act splits penalties into minor and major categories, and the decision-maker chooses according to the gravity of the conduct:
| Category | Penalties available |
|---|---|
| Minor | Censure; withholding of promotion or increment for a stated period; stoppage at an efficiency bar; recovery of compensation from the offender |
| Major | Reduction to a lower post (demotion); compulsory retirement; removal from service; dismissal from service; a fine, part of which may be paid to the complainant |
The Ombudsperson has, in reported cases, upgraded penalties to dismissal where the conduct was serious. A finding under this Act is separate from any criminal case - conduct may also be an offence under the Pakistan Penal Code or, for online abuse, under PECA 2016, which you can report through the cyber harassment complaint process.
Appeals and time limits
The Act builds in a clear appeal ladder with tight deadlines:
| Stage | Time limit |
|---|---|
| Inquiry to be completed | Within 30 days of initiation |
| Appeal to the Ombudsperson | Within 30 days of the decision |
| Ombudsperson to decide the appeal | Within 30 days |
| Representation to President / Governor | Within 30 days; the decision is final |
Because harassment claims and workplace disputes often overlap with wrongful treatment and termination, it helps to understand the parallel forums. See our guides to the labour court grievance procedure and termination of employment if your matter also involves your job status.
Employer duties
Employers carry real obligations under the Act. Every organisation must:
- Constitute and maintain an inquiry committee.
- Adopt and display the Code of Conduct in the local language at a prominent place.
- Protect complainants and witnesses from victimisation while an inquiry runs.
- Implement the committee's or Ombudsperson's decision.
Getting the policy, committee and record-keeping right protects both staff and the business. Our labour law compliance service and employment and labour law team help employers build compliant anti-harassment frameworks, and you can find related templates in our legal forms library.
Frequently asked questions
Which law covers workplace harassment in Pakistan?
The Protection Against Harassment of Women at the Workplace Act 2010 (Act IV of 2010), as amended in 2022 to widen the definitions of workplace and harassment and to include cyber harassment and gender discrimination.
Do I have to complain internally first?
No. You may file with your organisation's inquiry committee or go directly to the Ombudsperson - FOSPAH at the federal level or the relevant provincial ombudsperson.
What is the worst penalty for harassment?
The major penalties include dismissal from service and a fine, with part of the fine payable to the complainant. The Ombudsperson can impose the penalty that fits the gravity of the conduct.
How long do I have to appeal?
An appeal to the Ombudsperson must be filed within 30 days of the decision, and a further representation to the President or Governor within 30 days of that decision.
Does the Act protect men too?
The framework is applied to protect employees, and the 2022 amendment and Supreme Court rulings broadened its reach. Speak to a lawyer about how it applies to your specific facts.