Detailed breakdown of all sections in The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013:

Chapter I: Preliminary (Sections 1-3)

Section 1 – Short Title, Extent, and Commencement

This Act is called The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
It applies to all workplaces across India.
Came into force on 9th December 2013.

Section 2 – Definitions

Key definitions include:

Aggrieved Woman: Any woman (employee or not) alleging sexual harassment at a workplace.
Sexual Harassment: Includes physical contact, requests for sexual favors, sexually colored remarks, showing pornography, or any other unwelcome conduct.
Workplace: Covers offices, factories, hospitals, sports institutes, transport facilities, and even houses where domestic workers are employed.
Employer: The head of an organization or a person responsible for the management of a workplace.

Section 3 – Prevention of Sexual Harassment

No woman shall be subjected to sexual harassment at any workplace.
Sexual harassment includes quid pro quo harassment (work benefits in exchange for sexual favors) and creating a hostile work environment.

Chapter II: Internal Complaints Committee (ICC) (Section 4)

Section 4 – Constitution of ICC

Every workplace with 10 or more employees must have an Internal Complaints Committee (ICC).
ICC must include:
- A Presiding Officer (a senior woman employee).
- At least two employees with experience in social work/legal knowledge.
- One external member from an NGO or association committed to women's rights.
- At least 50% of the members must be women.
ICC members serve for three years.

Chapter III: Local Complaints Committee (LCC) (Sections 5-8)

Section 5 – Notification of District Officer

A District Magistrate (DM) or Additional District Magistrate (ADM) is appointed as the District Officer for implementing the Act.

Section 6 – Constitution and Jurisdiction of LCC

LCC is formed in every district to handle complaints from:
- Workplaces with fewer than 10 employees.
- Cases where the employer is the accused.

Section 7 – Composition of LCC

LCC must have:
- A Chairperson (woman social worker).
- A woman employee from local administration.
- Two NGO members (one must be a woman).
- A representative from Social Welfare or Women & Child Development Department.

Section 8 – Grants and Audit

The Central Government funds LCCs, and their accounts are audited regularly.

Chapter IV: Complaint Process (Sections 9-11)

Section 9 – Filing a Complaint

A complaint must be filed within 3 months from the date of the incident (extendable by 3 months if justified).
If the aggrieved woman is physically or mentally incapacitated, her legal heir or authorized person can file the complaint.

Section 10 – Conciliation

Before inquiry, ICC/LCC may try conciliation, but no monetary settlement is allowed.
If a settlement is reached, it must be documented and enforced.

Section 11 – Inquiry Process

ICC/LCC must complete the inquiry within 90 days.
Both parties must be given a fair hearing.
If the complaint is against a domestic worker, the case is forwarded to the police under Section 509 of IPC.

Chapter V: Inquiry and Actions (Sections 12-18)

Section 12 – Actions During Inquiry

The aggrieved woman may be transferred or granted up to 3 months’ paid leave.

Section 13 – Inquiry Report

A final report must be submitted within 10 days of completing the inquiry.
If allegations are proven, ICC/LCC recommends disciplinary action or compensation.
Employer must act within 60 days.

Section 14 – False or Malicious Complaints

If a complaint is proven to be false and malicious, action may be taken against the complainant.
However, lack of evidence alone is NOT considered a false complaint.

Section 15 – Determining Compensation

Compensation is based on:

Mental trauma and suffering.
Career loss.
Medical expenses.
Financial status of the harasser.

Section 16 – Confidentiality

Complaint details must not be disclosed except to relevant authorities.

Section 17 – Penalty for Breach of Confidentiality

Any person revealing case details faces penalties under service rules.

Section 18 – Right to Appeal

Either party can appeal within 90 days to a higher authority or tribunal.

Chapter VI: Duties of Employers (Section 19)

Section 19 – Duties of Employers

Employers must:

Provide a safe workplace.
Display penalties for harassment publicly.
Conduct awareness programs for employees.
Assist in filing police cases if the victim desires.
Treat sexual harassment as workplace misconduct.

Chapter VII: District Officer’s Responsibilities (Section 20)

Section 20 – Duties of District Officer

Monitor LCCs and promote awareness of women's rights.

Chapter VIII: Miscellaneous Provisions (Sections 21-30)

Section 21 – Annual Reports

ICC/LCC must submit annual reports to employers and District Officers.

Section 22 – Employer’s Reporting Obligation

Employers must include details of sexual harassment complaints in their annual report.

Section 23 – Government Monitoring

The Government must collect data on harassment cases across India.

Section 24 – Awareness and Training

The Government must organize education and awareness programs.

Section 25 – Inspections and Record-Keeping

Authorities can inspect workplaces to ensure compliance.

Section 26 – Penalties for Non-Compliance

Employers failing to:
- Form ICC,
- Act on complaints, or
- File reports,
  Can be fined up to ₹50,000.
Repeat offenders can face license cancellation.

Section 27 – Cognizance of Offenses

Complaints can only be filed by the aggrieved woman or authorized person.

Section 28 – Act in Addition to Other Laws

This Act works alongside IPC, labor laws, and other protections.

Section 29-30 – Rule-Making and Removal of Difficulties

The Government can make rules and remove difficulties in implementation.

Final Thoughts

This Act empowers women by ensuring:
✔ A clear complaint mechanism (ICC/LCC).
✔ A time-bound inquiry process.
✔ Employer accountability for safe workplaces.
✔ Strict penalties for violations.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013: Detailed breakdown of All Sections