Workplace harassment is a serious issue across all industries in Pakistan, and startups despite being small and agile must follow the same legal requirements as large companies. With growing attention on employee rights, transparency, and safe work environments, compliance with workplace harassment laws is now a must have, not a should have.
If you are a startup founder, HR manager, or small business owner, this guide explains the exact laws you must follow, mandatory policies, how to create a harassment committee, and how to ensure full compliance in 2025.
Under The Protection Against Harassment of Women at the Workplace Act, 2010, workplace harassment includes.
Sexual harassment (verbal, physical, or visual)
Abuse of authority
Hostile work environment
Unwelcome advances or inappropriate conduct
Threats or retaliation against reporting harassment
This law applies to all organizations in Pakistan, including:
1) Startups
2) SMEs
3) Tech companies
4) E-commerce businesses
5) Freelance based internal teams
6) Small offices with only 2 to 5 employees
So even if your startup has just begun, you are legally bound to comply with the Act.
Startups often operate in fast paced, informal settings. However, this informality can lead to:
Undefined boundaries
Misunderstandings
Power imbalance
Lack of reporting structure
Toxic work culture
High employee turnover
A legally compliant workplace helps you:
1) Build trust
2) Protect employees
3) Avoid lawsuits
4) Attract investors
5) Improve employer branding
6) Prevent workplace conflicts
Pakistani law requires every startup to comply with the following.
Every startup must display and circulate a written harassment policy that includes.
Definition of harassment
Code of conduct
Reporting procedure
Investigation steps
Rights of complainant & respondent
Disciplinary actions
This policy must be:
1) Included in employment contracts
2) Shared with all employees
3) Placed in a visible location in the office
4) Added to company handbooks
This is the most important legal requirement.
Every startup must form a harassment inquiry committee comprising:
3 members (preferably 1 woman, 2 men OR 2 women, 1 man)
One member designated as Chairperson
Members trained or oriented to handle complaints
Committee’s details publicly displayed in the office
If your startup has fewer employees, you must still appoint members from senior roles or use external advisors.
Startups must provide.!
A confidential complaint submission channel
Investigation within 30 days
Right to present evidence
Fair hearing for both sides
Protection from retaliation
All startups must adopt the Code of Conduct issued by the Federal Ombudsperson Secretariat (FOSPAH).
This includes:
Professional behavior
Respectful communication
Gender sensitivity
Rules for supervisors
Legally required for.!
New employees
Managers
Committee members
Training topics should include:
How to identify harassment
Reporting methods
Role of investigators
Employee rights
Startups that do not comply face:
❌ Legal notices
❌ Financial penalties
❌ Employee lawsuits
❌ Damaged reputation
❌ Risk for investors & partners
FOSPAH can impose:
Fines
Warning letters
Compensation orders
Removal or suspension of responsible persons
Examples include.!
Sexual comments
Inappropriate jokes
Forced meetings or messages
Unwanted touching
Abuse of authority for favors
Threats after rejecting advances
Bullying or insults
Spreading rumors
Creating an uncomfortable workspace
MAH&CO. offers professional legal support to help startups stay compliant with workplace harassment laws. Our team assists with:
✔ Drafting customized harassment policies
✔ Setting up legally compliant inquiry committees
✔ Conducting employee awareness and training sessions
✔ Creating reporting & investigation frameworks
✔ Handling harassment complaints legally & confidentially
✔ Ensuring labor law compliance for startups
✔ Auditing your workplace environment for legal risks
Whether you’re a small team or a scaling startup, MAH&CO. ensures that your workplace remains safe, compliant, and dispute free.
Pakistan's Protection Against Harassment of Women at the Workplace Act, 2010 defines sexual harassment, abuse of authority, and hostile work environment. It requires every organization, including startups, to create policies and committees.
Yes. Every startup must issue a written harassment policy, display it publicly, and include it in employment contracts.
Yes. A 3-member harassment inquiry committee is legally mandatory for all businesses, even small startups.
Employees can file a complaint directly to the internal inquiry committee or to FOSPAH if they feel unsafe or unheard.
Non-compliance can lead to fines, legal action, employee claims, and reputational damage.
Yes. Organizations must conduct awareness training for employees and committee members.
Yes, especially if the startup has fewer employees or lacks senior representation.
