Part IV: Landmark judgments shaping PoSH implementation, including employer liability for third-party harassment & compensation benchmarks.
- PoSH
Part III: Critical procedural aspects - handling anonymous complaints, electronic evidence validity & IC's quasi-judicial powers during inquiries.
- PoSH
Part II: Analysing employer obligations beyond IC formation - mandatory training, policy dissemination & annual report compliance mechanisms.
- PoSH
Consent in PoSH: Focus on complainant's expressed unwillingness, not implied permission. Past relationships or silence don't equal ongoing consent.
- PoSH
Singapore bans doxing via the Protection from Harassment Act. Employers must set clear data privacy rules to avoid civil suits, fines, and criminal liability.
- Anti Harassment (Asia)
Singapore’s WSH framework bars workplace sexual harassment. Employers must assess risks, train staff and enforce zero-tolerance policies to ensure safety.
- Anti Harassment (Asia)
South Africa’s Code of Good Practice helps prevent harassment. It requires risk checks, fair complaint processes and training under the Employment Equity Act.
- Anti Harassment (Asia)
Kenya’s laws define and penalise workplace sexual harassment. Employers must ensure proper reporting channels, awareness, and a safe, respectful environment.
- Anti Harassment (Asia)
China’s Civil Code mandates action on harassment. Employers must enable reporting, probe complaints, and discipline offenders to ensure workplace respect.
- Anti Harassment (Asia)
