Combating the Harassment of Women at Workplace: An Analysis of Legislation in Pakistan

Abstract

The 3 P's, i.e., the security, promotion, and provision of fundamental rights to its people, are widely regarded as the hallmarks of an effective legal system. These 3Ps are enforced in both formal and informal legal structures. Gender-based violence (GBV) at work is the most well-known form of GBV in our culture, which is marked by patriarchy and gender segregation. When harassment occurs in the workplace, it makes a female's working experience unpleasant, harmful, and aggressive. It makes it difficult for her to obtain a legitimate position and respect in the workplace. According to a survey, 77 percent of Pakistani women employed in different occupations are unaware of their human rights in cases of sexual abuse. According to the National Commission on the Status of Women, 50 percent of women interviewed from the public and private sectors had been sexually harassed and were hesitant to report the truth. The Protection against Harassment of Women at Workplace Act of 2010 was enacted in Pakistan's history to protect women from mischief and ensure a safe workplace. It manifested constitutional protections enlisted under Fundamental rights. Non-traditional job structures, such as farm work, domestic and home-based work, are part of Pakistan's socio-economic culture. Even on non-traditional job bases, the Act of 2010 made it possible to directly contact the Office of Ombudsperson or file a criminal complaint. This article aims to examine the current state and efficacy of workplace discrimination legislation.