China’s Civil Code mandates action on harassment. Employers must enable reporting, probe complaints, and discipline offenders to ensure workplace respect.
- Anti Harassment (Asia)
Japan’s 2019 law on workplace harassment curbs pawa-hara. Employers must set policies, raise awareness and create safe reporting channels for staff.
- Anti Harassment (Asia)
Character evidence ("he's a family man"/"she's provocative") is inadmissible in PoSH inquiries, which focus solely on incident-specific facts.
- PoSH
Leadership must prioritise cybersecurity training and protocols to prevent breaches.
- People and Culture
IC recommends disciplinary action proportionate to harassment severity. Final implementation rests with the employer, but non-compliance risks legal challenge.
- PoSH
Strategic policies include trauma reporting protocols, bystander empowerment modules, restorative justice options & climate surveys - moving beyond basic compliance.
- PoSH
