Workplace harassment in Pakistan is governed by the Protection Against Harassment of Women at the Workplace Act 2010 (significantly broadened by the 2022 amendment), which requires every organisation to adopt a code of conduct, constitute a three-member Inquiry Committee, and allows complainants to approach either that committee or the Ombudsman for Protection Against Harassment. The amended law protects a wide range of workers — including men, formal and informal workers, students and domestic workers — and covers harassment beyond the physical office.
What counts as harassment under the Act
The Act covers unwelcome sexual advances, requests for sexual favours, and verbal, visual, written or physical conduct of a sexual nature that interferes with work or creates an intimidating, hostile or offensive environment — as well as retaliation for refusing such conduct. Following the 2022 amendment, the definition extends to gender-based discrimination that creates a hostile environment, and “workplace” is understood broadly (including work-related settings and, in many circumstances, online conduct connected to work).
Every employer’s legal duties
- Adopt the code of conduct prescribed by the Act and display it prominently.
- Constitute a three-member Inquiry Committee (with required representation, including at least one woman) to receive and decide complaints.
- Complete inquiries within statutory timelines and protect complainants from retaliation.
- Implement penalties — from censure to dismissal — where harassment is proved.
Non-compliant employers face fines and legal exposure — and reputational damage that outlasts any case.
How to file a harassment complaint — your two routes
- Internal route: written complaint to your organisation’s Inquiry Committee — the committee investigates, hears both sides and recommends penalties to the employer.
- Ombudsman route: complain directly to the Federal or Provincial Ombudsman for Protection Against Harassment — particularly where no committee exists, the employer is complicit, or you prefer an external forum. Appeals lie in accordance with the Act.
Evidence that strengthens your complaint
- Dates, times, places and exact descriptions of incidents
- Messages, emails, call records and screenshots
- Names of witnesses or colleagues who observed conduct or its effects
- Any prior complaints or HR correspondence
Protection against retaliation
Punishing a complainant — demotion, termination, transfer or hostile treatment for complaining — is itself actionable. Document any adverse action that follows your complaint and raise it before the committee or Ombudsman immediately.
FAQs on Workplace Harassment Law in Pakistan
Does the law protect men too?
Yes — following the 2022 amendment the Act’s protection extends broadly to employees regardless of gender, including formal and informal workers.
Where do I complain if my office has no committee?
Directly to the Federal or Provincial Ombudsman for Protection Against Harassment — and the employer’s failure to form a committee is itself a violation.
What penalties can be imposed on a harasser?
Minor to major penalties — censure, withholding of promotion/increment, demotion, fine/compensation, and dismissal, depending on gravity.
Can I be fired for filing a complaint?
Retaliation is prohibited and actionable — document it and raise it before the committee or Ombudsman at once.
Is online harassment by a colleague covered?
Work-connected conduct, including much online conduct, can fall within the Act — and may additionally be actionable under PECA.
Facing harassment at work — or need your organisation made compliant (code of conduct + committee)? Saleem & Saleem advises complainants and employers under the Harassment Act.fts notices and litigates defamation and online-defamation cases nationwide.
