Harassment law at work: what Pakistani employers must do
Every employer in Pakistan has duties under the 2010 harassment law. This guide explains the main ones and how to build a workplace where people can report concerns safely.
By OPDEV Legal Research Team. 3 November 2026.
The Protection against Harassment of Women at the Workplace Act 2010 applies to public and private organisations across Pakistan. It defines harassment, sets out how complaints are handled and lists what employers must put in place.
An amendment passed in 2022 widened who the law protects and what counts as harassment. Many employers have policies written before that change, so a review is worthwhile.
What the law asks employers to do
The main duties are summarised below. Read the Act and its Code of Conduct in full for the exact wording.
Adopt the Code of Conduct: The Act includes a Code of Conduct. Employers adopt it as part of their own policies.
Display the code: Put the code up where staff can see it, in English and in the language most staff understand, usually Urdu.
Form an inquiry committee: A committee of three members, at least one of them a woman, to hear complaints.
Handle complaints fairly: Complaints are investigated confidentially and within the time limits set in the Act.
Respect the Ombudsperson route: Employees can also take a complaint to the Federal or Provincial Ombudsperson for harassment.
Where employers often fall short
- A policy exists, but most staff have never read it.
- Committee members have never been trained to run an inquiry.
- Managers do not know what to do when someone confides in them.
- Fear of retaliation stops people from reporting.
- The code is not displayed, or the displayed version is out of date.
A policy only protects people when they trust the process behind it.
Steps to put it in place
- Review your policy against the current Act and Code of Conduct.
- Appoint the inquiry committee and train its members in fair, confidential inquiry.
- Display the code in English and Urdu.
- Train managers to respond when someone raises a concern.
- Brief all staff on what harassment is and how to report it.
- Review the policy, committee and cases each year.
How training supports the law
The Act sets out policy and process. Training makes that process work in daily life. Committee members learn to run inquiries fairly. Managers learn to respond early and without bias. Staff learn where the line is and how to speak up.
Common questions
### Does the Act apply to private companies?
Yes. It covers public and private organisations, including offices, factories, schools, hospitals and NGOs.
### Who sits on the inquiry committee?
Three members, at least one of whom is a woman. Many employers include a senior manager and an employee representative.
### Can an employee go straight to the Ombudsperson?
Yes. An employee can complain to the inquiry committee or directly to the Federal or Provincial Ombudsperson.
### Do staff need training, or only the committee?
Both help. The committee needs inquiry skills. Managers and staff need to know what harassment is and how to report it.
### Is this guide legal advice?
No. It is general information. For advice on a specific case, speak to a lawyer.
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