Bridging the Gap: Addressing Workplace Sexual Harassment in the Unorganized Sector under the POSH Act, 2013

Abstract In India, sexual harassment at work is a widespread issue that affects all industries and job levels, yet it is frequently not as well-known as it ought to be. Even though we have made progress with the POSH Act, 2013, which was created to address this issue, quick progress is still a long way off because of implementation flaws, ignorance, and ingrained societal biases. Because of these flaws and because some victims are afraid of retaliatory victim-blaming, many victims choose not to report harassment, which helps criminals avoid punishment. Sexual harassment of women at work is a problem in India despite legislative steps taken by the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (PoSH Act). This article examines the prevalence of sexual harassment in Indian workplaces, whether current laws protect women, and if they do, how their non-implementation makes them insignificant. Ignorance, fear of reprisals, and the widespread stigma associated with sexual harassment deter women from reporting occurrences, even though the POSH Act requires the establishment of Internal Committees (ICs) and Local Committees (LCs) to provide redressal channels for complaints of sexual harassment at work. Since Internal Committees are usually for organised workplaces, the Act requires the creation of Local Committees (LCs) at the district level to handle sexual harassment complaints in this industry. By establishing LCCs and implementing the POSH Act effectively, India is working towards ensuring that women in the unorganized sector have access to justice and a safe working environment.