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Thursday, January 22, 2026

 Dogs, Law and the People: Test of Coexistence

Y Babji

The dog is often called man’s best friend. This may be both a fact and an opinion. In the oldest proverbs and phrases, dogs are rarely depicted as faithful or as man’s best friend, but rather as vicious, ravening or watchful.

Dogs were the first species to be domesticated by humans over 14,000 years ago, even before agriculture. They did not just live with humans but evolved alongside them, changing their own digestive systems to handle a starch-rich, human-like diet. This long evolutionary partnership has resulted in unparalleled social cognitive abilities, such as the capacity to understand human gestures, read facial expressions and form deep, almost child-like, emotional bonds. While other animals have keen senses, dogs possess a highly specialised, hyper-social nature that allows them to thrive in human environments. However, in contemporary India, the relationship has become increasingly strained.

In cities and villages alike, pet dogs are cherished members of families, while street dogs are both protected and feared. Rising dog-bite incidents, public health concerns and recurring court interventions have turned what was once a social issue into a serious governance and legal challenge.

India today faces a difficult question: how does a densely populated country balance compassion for animals with the constitutional duty to protect human life and safety?

The Problem

India is estimated to have nearly 100 million dogs, of which more than half are free-roaming street dogs. This places India among the countries with the largest stray dog populations in the world. While dogs are not inherently dangerous, unmanaged populations, poor waste systems and lack of sterilisation have resulted in increased human–dog conflict.

India also accounts for over one-third of global rabies deaths, a statistic repeatedly flagged by the World Health Organization. Children, sanitation workers and elderly citizens are among the most vulnerable. These numbers underline that the issue is not emotional or ideological but a public health and safety concern.

Unsafe Streets

Across the country, incidents of dog attacks have triggered public outrage. In Kerala, a spate of dog-bite cases in 2022 and 2023 led to protests and court interventions. In urban centres like Hyderabad, Bengaluru and Delhi, residents have complained of dogs chasing vehicles, attacking pedestrians and occupying public parks.

Citizens often find themselves helpless, caught between fear of harm and fear of being accused of cruelty. The absence of a clear and visible response from authorities has deepened frustration.

The Law

India does not have a single comprehensive law governing dogs. Instead, regulation is spread across multiple statutes. The Prevention of Cruelty to Animals Act, 1960 protects animals from abuse and establishes humane treatment as a legal principle. The Animal Birth Control (Dogs) Rules, 2023 mandate sterilisation and vaccination of street dogs and prohibit their killing or relocation, except in limited circumstances.

Municipal and panchayat laws assign responsibility for public health, sanitation and animal control to local bodies. In addition, criminal liability may arise under the Bharatiya Nyaya Sanhita (earlier Indian Penal Code) in cases of negligence, nuisance or harm caused by pet owners.

The legal framework, therefore, seeks balance, but its implementation remains uneven.

Role of Courts

With increasing complaints, courts have become central to the debate. The Supreme Court recently took suo motu cognisance of the growing stray dog menace and transferred multiple petitions from High Courts for consolidated hearing.

The Court observed that while animal welfare is important, public safety cannot be compromised. It emphasised that local bodies cannot abdicate their responsibility and that humane solutions must be effective, not symbolic.

High Courts in Telangana, Punjab and Haryana have echoed similar concerns, stressing that compassion cannot come at the cost of human life. Courts have repeatedly directed municipalities to identify aggressive dogs, act on complaints and ensure scientific implementation of sterilisation programmes.

NGO Perspective

Animal welfare organisations argue that cruelty, culling and relocation do not solve the problem. According to them, sterilisation combined with vaccination is the only long-term solution. They also point to poor garbage management and human aggression as factors that provoke dogs.

However, NGOs themselves admit that Animal Birth Control programmes suffer from inadequate funding, lack of trained personnel and poor monitoring. In some cities, allegations of fake sterilisation records have surfaced, undermining public trust.

Citizens in Between

For ordinary citizens, the debate is less about ideology and more about daily survival. Parents worry about children walking to school. Senior citizens fear stepping out in the early morning. Delivery workers face regular attacks. Many residents feel the law protects dogs but leaves humans vulnerable.

This perception, whether accurate or not, has created social friction and polarised communities.

Local Bodies

Urban local bodies and rural panchayats hold the key to resolving the crisis. They are legally responsible for sterilisation, vaccination, dog census, waste management and grievance redressal. Yet capacity constraints, lack of funds and weak accountability have rendered many systems ineffective.

Courts have increasingly linked municipal inaction to violation of the fundamental right to life under Article 21 of the Constitution, reinforcing that public safety is not optional governance.

Compassion with Caution

Courts have recognised the right of citizens to feed street dogs as an act of compassion. At the same time, they have stressed that feeding must not endanger others. Unregulated feeding can make dogs territorial and aggressive.

Designated feeding zones, fixed timings and coordination with resident welfare associations are emerging as best practices. Compassion without responsibility, courts have noted, can worsen conflict.

Owner Accountability

India’s pet dog population is rapidly growing, but regulation has not kept pace. Unregistered pets, lack of vaccination and abandonment are common problems. Abandoned pets often swell the street dog population and become aggressive due to trauma.

Several municipalities have begun mandating pet registration and penalising abandonment, recognising that responsible ownership is essential for public safety.

Lessons from Abroad

Countries that have effectively managed dog populations rely on strict licensing, strong shelter systems and heavy penalties for abandonment. India’s challenge is unique due to population density and open waste systems, but global experience shows that firm governance combined with humane policy works.

Finding the Middle Path

The dog issue in India is not a choice between human rights and animal rights. It is a test of governance. Humane treatment of animals and protection of human life are not contradictory values. They must coexist.

Effective sterilisation, waste management, clear feeder guidelines, compulsory pet registration and accountable municipal action offer a practical way forward.

Conclusion

Dogs are not the problem. Weak implementation, poor coordination and governance failures are. India’s legal framework already provides the tools. What is needed is execution with empathy, science and responsibility.

A safe city for humans and a humane environment for animals are not competing goals. They are the shared markers of a mature and civilised society.

 

Friday, January 16, 2026

Cockfighting: Tradition vs. Law - Governance Dilemma

Y Babji

Practices deeply rooted in culture and tradition often resist control through laws alone. Cockfighting during Pongal/Sankranti festival in Andhra Pradesh exemplifies this tension. Despite the Prevention of Cruelty to Animals Act, 1960 (PCA Act); AP Gaming Act, 1974; repeated High Court orders; police advisories; Animal Welfare Board of India (AWBI) interventions and PETA’s presence, betting and related activities persist underground.

Everyone acknowledges cockfighting's prevalence during this harvest festival across East Godavari, West Godavari, Krishna and Guntur districts in Andhra Pradesh, with reports from parts of Telangana, Tamil Nadu, Karnataka and Odisha. Specially bred and fed roosters, fitted with sharp blades, compete in brutal fights while enormous sums are wagered, despite clear legal prohibition. This year alone, nearly 500 arenas reportedly operated in the two Godavari districts, with one single-fight betting reaching ₹1.5 crore, underscoring the blood sport's massive scale.

The Madras High Court recently reinforced the ban. In a writ petition under Article 226 challenging a District Collector's order as illegal and violative of natural justice, seeking permission for a "knife-less" cockfight on October 26, 2025, at Kaaraikeni, Peraiyur Taluk, Madurai, Justice G.R. Swaminathan dismissed it outright. The court held that organizing or inciting animals or birds to fight for entertainment violates Sections 11 (1) (m) (ii) and (n) of the PCA Act, 1960 leaving no room for cultural exemptions.

The public knows. Elected representatives know. Police and judiciary know cockfighting constitutes cruel and illegal activity. Entire government machinery is aware. Yet enforcement fails. Under tradition's guise, authorities turn a "Nelson's eye."

Regulation vs. Prohibition

Should government consider strict regulation through a dedicated authority akin to the BCCI for cricket sport to monitor, control and tax cockfighting, rather than tolerating underground operations? Could legalization reduce cruelty while generating state revenue?

No. This approach fundamentally misreads Indian constitutional jurisprudence. Article 51 A (g) imposes a fundamental duty on citizens to show compassion for living creatures and protect the environment. Article 21 extends this to animals through judicial interpretation. Regulating cruelty legitimizes it, undermining PCA Act Section 23's explicit prohibition on animal fights.

A "Cockfighting Authority of India" would face immediate judicial invalidation as ultra vires beyond legal competence. Courts have struck down similar state attempts (Andhra Pradesh notifications, Tamil Nadu permissions) as unconstitutional. The Supreme Court (2018) clarified that no tradition justifies statutory violations.

Governance Alternatives

Revenue arguments fail ethically and practically. Underground economies evade taxes anyway. Better alternatives exist:

  • Eco-tourism festivals celebrating harvest without violence
  • Rooster beauty contests preserving breed heritage humanely
  • Digital gaming platforms channeling betting impulses legally
  • Strengthened enforcement via AWBI-led task forces, drone surveillance and FIRs under BNS Sections 189 (public mischief) and 221 (disobedience)

Governance principles demand upholding constitutional bylaws over populist revenue. True leadership regulates lawful traditions, not cruelty masquerading as culture. Prohibition works when enforced - witness declining Jallikattu injuries post-regulation. Cockfighting's end requires political will, not public will, not compromise.

Thursday, January 15, 2026

Protection of Women’s Rights in India: Legal Framework

Advocate Y Babji

India’s commitment to gender justice is firmly rooted in its Constitution and reinforced through a wide range of legislations aimed at protecting the rights, dignity and safety of women. Over the decades, the Indian legal system has evolved from viewing women’s issues as private or domestic concerns to recognizing them as matters of fundamental rights, public justice and human dignity.

Despite the existence of strong laws, lack of awareness remains a major challenge. Understanding the legal framework is therefore essential not only for women seeking protection, but also for employers, institutions, families and society at large.

Constitutional Foundation of Women’s Rights

The Constitution of India provides the bedrock for women’s rights and equality. It does not merely promise formal equality but empowers the State to take affirmative action in favour of women.

  • Article 14 guarantees equality before the law.
  • Article 15 (1) prohibits discrimination on grounds of sex
  • Article 15 (3) allows special provisions for women.
  • Article 16 ensures equality of opportunity in public employment.
  • Article 21, interpreted expansively by courts, includes the right to live with dignity, privacy and bodily autonomy.
  • Article 39 (d) mandates equal pay for equal work.
  • Article 42 directs the State to provide maternity relief and humane working conditions.

These constitutional guarantees have guided courts in interpreting women-centric laws and expanding their scope. Yes. Indian laws are generally considered favorable to women.

Criminal Laws Protecting Women

With the enactment of the Bharatiya Nyaya Sanhita, 2023 (BNS), which replaced the Indian Penal Code (IPC), offences against women have been consolidated with updated terminology and enhanced sensitivity.

Key provisions include:

  • Section 69: Sexual harassment, covering unwelcome physical contact, sexual demands, pornography and sexually coloured remarks.
  • Section 74: Assault or criminal force intended to outrage the modesty of a woman.
  • Section 76: Stalking, including repeated physical following and cyberstalking.
  • Section 79: Words, gestures or acts intended to insult the modesty of a woman.
  • Sections 63–71: Sexual offences including rape and aggravated rape.
  • Section 85: Cruelty by husband or relatives.
  • Section 108: Trafficking of persons.
  • Section 140: Dowry death.

These provisions ensure criminal accountability and serve as a strong deterrent against gender-based violence.

Workplace and Employment Protection Laws

One of the most significant developments in women’s rights has been the recognition of workplace safety as a legal right with the enactment of PoSH Act, 2013.

PoSH Act, i.e. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 provides a civil mechanism to prevent and address workplace sexual harassment. It mandates:

  • Constitution of Internal Complaints Committees (ICC)
  • Time-bound inquiry
  • Interim relief and disciplinary action
  • Employer responsibility for prevention and awareness

The Act applies to government, private, organised and unorganized sectors, including virtual workplaces and domestic workers.

Other Employment Laws that are in place are -

  • Maternity Benefit Act, 1961 (Amended 2017) provides for paid maternity leave, nursing breaks and crèche facilities.
  • Equal Remuneration Act, 1976 guarantees equal pay for equal work.
  • Factories Act, 1948 ensures safety, night work regulation and welfare provisions for women.
  • Industrial Employment (Standing Orders) Act, 1946 recognizes sexual harassment as misconduct.

Together, these laws promote dignity, equality and economic security for working women.

Family and Personal Laws

Women’s rights within the family structure are protected through multiple legislations addressing marriage, maintenance, violence and dignity.

  • Protection of Women from Domestic Violence Act, 2005 covers physical, emotional, sexual and economic abuse and provides civil remedies such as protection orders and residence rights.
  • Dowry Prohibition Act, 1961 criminalizes the giving or taking of dowry.
  • Hindu Marriage Act, 1955 provides divorce, maintenance and custody rights.
  • Muslim Women (Protection of Rights on Marriage) Act, 2019 criminalizes instant triple talaq.
  • Special Marriage Act, 1954 deals with secular marriage law ensuring rights irrespective of religion.
  • Maintenance and Welfare of Parents and Senior Citizens Act, 2007 protects elderly women from neglect.

These laws recognise that violence and discrimination often occur within private spaces and require legal intervention.

Protection of Children and Young Girls

Girls face heightened vulnerability, necessitating special protection. For this, the laws available are -

  • Protection of Children from Sexual Offences (POCSO) Act, 2012. It is a comprehensive criminal law protecting children below 18 from sexual offences, with mandatory reporting and special courts.
  • Prohibition of Child Marriage Act, 2006. It declares child marriage illegal and punishable.
  • Juvenile Justice (Care and Protection of Children) Act, 2015. It safeguards girl children in need of care and protection.

These laws adopt a child-centric approach, prioritizing welfare and rehabilitation.

Social Justice and Welfare Legislations

Certain laws address systemic discrimination and social evils affecting the women.

  • PCPNDT Act, 1994 prevents sex-selective abortions and female foeticide.
  • Immoral Traffic (Prevention) Act, 1956 prevents trafficking and sexual exploitation.
  • Medical Termination of Pregnancy Act, 1971 (Amended 2021) recognizes women’s reproductive autonomy and safe abortion rights.
  • Legal Services Authorities Act, 1987 provides free legal aid to women, irrespective of income.

These statutes aim to correct deep-rooted societal biases.

Cyber and Media-Related Protection

With the digitalization of life and work, new forms of harassment have emerged. To address them, the available laws are -

  • Information Technology Act, 2000. It addresses cyberstalking, online abuse, identity theft and circulation of obscene content.
  • Indecent Representation of Women (Prohibition) Act, 1986. It prohibits indecent portrayal of women in advertisements, publications and media.

These laws extend protection into virtual spaces, recognizing evolving threats.

Political and Economic Empowerment

Legal empowerment is incomplete without representation and participation in polity.

  • 73rd and 74th Constitutional Amendments provide reservation for women in Panchayats and Municipalities.
  • Women’s Reservation Act, 2023 (Nari Shakti Vandan Adhiniyam) mandates 33% reservation for women in Lok Sabha and State Legislative Assemblies.
  • National Commission for Women Act, 1990 establishes a statutory body to safeguard women’s rights and recommend policy reforms.

These measures strengthen women’s voices in governance and decision-making.

Labour and Social Security Laws

Women in unorganized and informal sectors are also protected through:

  • Unorganized Workers’ Social Security Act, 2008
  • Building and Other Construction Workers Act, 1996
  • Code on Social Security, 2020, which integrates maternity benefits and social security provisions.

These laws aim to provide economic stability and social protection.

Conclusion

India’s legal framework for protecting women’s rights is comprehensive, progressive and constitutionally grounded. From criminal law and workplace safety to family protection, cyber security and political empowerment, the law recognizes that gender justice is central to democratic governance.

However, laws alone are not sufficient. Awareness, accessibility, implementation and accountability are equally vital. Every employer, institution, public authority and citizen has a role in ensuring that these laws translate into realities.

A safe, equal and dignified environment for women is not a concession. It is a constitutional mandate and a human right. Legal awareness is the first step towards real empowerment.

 

Wednesday, January 14, 2026

PoSH at the Workplace: Law, Rights and Responsibility

Advocate Y Babji

The Prevention of sexual harassment (PoSH) at the workplace is widely regarded as a progressive and fundamental step towards ensuring gender equality, human dignity and a safe, inclusive work environment for all individuals. Sexual harassment at the workplace is not merely a personal grievance. It is a serious violation of fundamental rights. In India, the legal framework addressing workplace sexual harassment has evolved through judicial intervention, social movements and legislative action, culminating in a comprehensive statutory mechanism. Understanding the law, its origins, scope and related legal provisions is essential for employers and the employees for creating safe, inclusive and respectful work environments.

Workplace

A workplace means any place where a woman is present or visits in the course of employment, including:

  1. Government and private offices, institutions and organisations
  2. Educational institutions, hospitals, sports facilities and training centres
  3. Factories, shops, warehouses and commercial establishments
  4. Any place visited during the course of work, including off-site locations, fieldwork areas and work-related travel
  5. Transport provided by the employer (official vehicles, cabs, buses, boats)
  6. Virtual and digital workspaces, including online meetings and work-related communication platforms
  7. Dwelling houses or homes in cases of domestic workers

In essence, a workplace is not limited to a physical office. It includes any physical, digital or mobile space connected to employment or work-related activity.

Sexual Harassment

Sexual harassment at the workplace includes any unwelcome act or behaviour of a sexual nature that affects a person’s employment, work environment or dignity. This may involve physical contact, sexual advances, demands for sexual favours, sexually coloured remarks, showing pornography or any other unwelcome verbal or non-verbal conduct of a sexual nature.

Importantly, harassment need not be physical. It can be psychological, verbal or digital and may occur in offices, factories, educational institutions, hospitals, fieldwork locations, virtual workplaces or during work-related travel.

Origin of the Law

The foundation of India’s workplace sexual harassment law lies in the landmark Vishaka vs State of Rajasthan (1997) judgment. The case arose from the brutal gang rape of Bhanwari Devi, a social worker, while she was performing her official duties.

Recognising the absence of specific legislation, the Supreme Court laid down the Vishaka Guidelines, treating sexual harassment as a violation of Articles 14 (Equality), 15 (Non-discrimination), 19 (Freedom of profession) and 21 (Right to life and dignity) of the Constitution. These guidelines were binding and remained in force until Parliament enacted a law, in 2013.

PoSH Act, a Landmark Legislation

In 2013, India enacted the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, commonly known as the PoSH Act, with the key objectives of:

  1. Prevention of sexual harassment
  2. Prohibition of such acts
  3. Redressal of complaints in a time-bound manner

The Act applies to:

  • Government and private organisations
  • Educational institutions
  • Hospitals and NGOs
  • Domestic workers
  • Organised and unorganised sectors

A “workplace” is broadly defined to include any place visited during employment, including virtual spaces.

Internal and Local Complaints Committees

The Act mandates the constitution of (1) Internal Complaints Committee (ICC) in organisations with 10 or more employees and (2) Local Complaints Committee (LCC) at the district level for smaller organisations or cases involving the employer.

These bodies are empowered to (a) Receive complaints (b) Conduct inquiries (c) Recommend disciplinary action and (d) Suggest compensation to victims.

Developments

Although more than 12 years have passed since its enactment, the PoSH Act itself has not undergone major amendments. However, its interpretation has evolved through judicial pronouncements. Courts have reinforced (a) The mandatory nature of ICCs (b) Employer liability for non-compliance and (c) Applicability to contractual, temporary and trainee employees. Failure to comply can result in fines, cancellation of licences and reputational damage.

Key Case Studies

Vishaka vs State of Rajasthan (1997): Established the constitutional basis of workplace safety and dignity.

Medha Kotwal Lele vs Union of India (2013): The Supreme Court observed widespread non-compliance with the Vishaka Guidelines and directed stricter enforcement, leading to the enactment of the PoSH Act.

Aparna Basu vs Union of India (2021): The Court reiterated that the absence of an ICC is a serious violation and directed all institutions to publicly display compliance details.

These cases underline that sexual harassment is not a private matter but a systemic issue requiring institutional accountability.

Provisions under PoSH Act, 2013

Under the PoSH Act, the focus is civil and disciplinary accountability at the workplace, not criminal punishment. However, some sections empower authorities to take strict action against harassers and ensure consequences. They are -

Section 3 – Prevention of Sexual Harassment: Prohibits sexual harassment at the workplace and establishes the right of every woman to a safe working environment.

Section 4 – Internal Complaints Committee (ICC): Mandates the constitution of an ICC in every workplace with 10 or more employees and grants it powers similar to a civil court during inquiry.

Section 9 – Complaint of Sexual Harassment: Enables an aggrieved woman to file a complaint within three months of the incident. The time limit may be extended for valid reasons.

Section 11 – Inquiry into Complaint: The ICC or LCC must conduct a formal inquiry following principles of natural justice. The inquiry must be completed within 90 days.

Section 12 – Interim Relief: Pending inquiry, the ICC may recommend transfer of the aggrieved woman or the respondent, grant of leave up to three months, or any other relief to prevent further harassment.

Section 13 – Action after Inquiry (Punishment): If allegations are proved, the ICC/LCC shall recommend (a) Disciplinary action as per service rules (warning, suspension, termination, etc.) (b) Action as prescribed under the Act if no service rules exist (c) Deduction from salary as compensation to the victim.

Section 15 – Compensation to the Aggrieved Woman: Factors considered include (a) Mental trauma and emotional distress (b) Loss of career opportunity (c) Medical expenses (d) Income and financial status of the respondent.

Section 17 – Confidentiality: Protects the identity of the complainant, respondent and witnesses. Violation attracts penalties under service rules.

Section 18 – Appeal: Any person aggrieved by ICC/LCC recommendations may appeal to the appropriate authority or court under applicable service rules.

Section 19 – Duties of Employer: The employer must (a) Act on ICC recommendations (b) Treat sexual harassment as misconduct (c) Organise awareness and training programmes.

Section 26 – Penalty for Non-Compliance: (a) Employer may be fined up to ₹50,000 (b) Repeated violations may lead to higher penalties and cancellation of business licences or registration of establishment.

Provisions under the BNS Act, 2023

While the PoSH Act provides civil remedies and workplace redressal, BNS provisions deal with criminal liability. Both can operate simultaneously.

Under the Bharatiya Nyaya Sanhita, 2023 (which replaced the Indian Penal Code, 1860), provisions relating to offences against women include:

Section 69 – Sexual Harassment (corresponding to IPC Section 354A), covering (a) Physical contact and advances involving unwelcome sexual overtures (b) Demand or request for sexual favours (c) Showing pornography against the will of a woman (d) Making sexually coloured remarks

Section 76 – Stalking (corresponding to IPC Section 354D), including (a) Following or repeatedly contacting a woman despite clear disinterest (b) Monitoring a woman’s use of electronic communication.

Section 79 – Word, Gesture or Act intended to Insult the Modesty of a Woman (corresponding to IPC Section 509).

Section 74 – Assault or Criminal force to woman with intent to Outrage Her Modesty (corresponding to IPC Section 354)

Other laws related to harassment

Information Technology Act, 2000 – Addresses online harassment, cyberstalking and circulation of obscene content

Industrial Employment (Standing Orders) Act – Allows inclusion of sexual harassment as misconduct

Service Rules for Government Employees – Treat sexual harassment as a serious disciplinary offence

Difference between PoSH and POCSO

A common confusion exists between the PoSH Act, 2013 and the Protection of Children from Sexual Offences Act, 2012 (POCSO Act). The following comparison clarifies the distinction:

Aspect

PoSH Act

POCSO Act

Applicability

Women at workplaces

Children below 18 years

Nature

Civil law with disciplinary remedies

Criminal law

Focus

Workplace safety and dignity

Protection from sexual offences

Committees

ICC/LCC

Police & Special Courts

While PoSH addresses adult women’s workplace rights, POCSO is child-centric and mandates compulsory reporting.

Incidentally

India’s legal framework for women’s rights spans constitutional guarantees, criminal laws, workplace protections, family laws, welfare legislation and political empowerment measures (about 30 statutes in addition to Constitution of India). While the laws are comprehensive, their effectiveness ultimately depends on awareness, implementation, institutional accountability and social change. As courts have repeatedly held, women’s dignity, equality and safety are integral to constitutional morality and democratic governance. Next blog to deal deal with legal framework to protect women's rights in India.

Towards Prevention, Not Just Redressal

It is to clarify that the PoSH Act does not award imprisonment. For criminal punishment, cases are referred to the BNS under Sections 69, 74, 76 and related provisions. The PoSH Act ensures workplace discipline and accountability, while the BNS ensures criminal prosecution.

True prevention lies beyond legal compliance. Organisations must foster: (1) Gender-sensitive leadership (2) A zero-tolerance culture (3) Regular training and dialogue (4) Safe and accessible reporting mechanisms. Preventing sexual harassment is not merely about avoiding penalties but about upholding dignity, equality and trust in workplaces.

Conclusion

The Prevention of Sexual Harassment at the Workplace framework in India represents a significant step towards gender justice. Rooted in constitutional values and strengthened by judicial wisdom, the PoSH Act, along with the BNS and allied laws, provides a robust mechanism for protection and redressal.

However, laws alone cannot eliminate harassment. Awareness, accountability and ethical leadership are equally essential. A safe workplace is not a privilege. It is a fundamental right. Ensuring it is a shared responsibility of employers, employees and society at large.