Sexual Harassment Law in Bangladesh (2026) – Workplace & Public Harassment Laws & Remedies

The most significant legal development in sexual harassment law in Bangladesh came through a landmark Supreme Court ruling in Bangladesh National Women Lawyers Association (BNWLA) v Government of Bangladesh and Others (2009). The High Court Division of the Supreme Court issued comprehensive guidelines addressing sexual harassment in workplaces and educational institutions, broadly similar in scope to India's Vishaka Guidelines.

These guidelines were issued under the Court's constitutional authority (Article 102 of the Constitution of Bangladesh) in the absence of comprehensive dedicated legislation at the time. The key provisions of the 2009 BNWLA guidelines include:

• Mandatory Complaint Committee: All employers and heads of educational institutions are required to establish a sexual harassment complaint committee with a female majority.
• Definition: The guidelines provide a broad definition of sexual harassment covering physical, verbal, non-verbal, and visual conduct of a sexual nature.
• Duty to Prevent: Employers have an affirmative duty to prevent harassment and create a safe working environment.
• Awareness: Employers must display and circulate the guidelines in the workplace and inform employees of their rights.
• Interim Relief: Victims may seek interim relief, including transfer of the accused or the complainant (at the complainant's option) during the inquiry.

Although these are court-issued guidelines rather than parliamentary legislation, they have the force of law and non-compliance can expose employers to contempt of court proceedings and civil liability.

The 2009 BNWLA guidelines provide the most comprehensive definition of sexual harassment currently operative in Bangladesh. Sexual harassment is defined to include:

• Physical harassment: Unwanted touching, grabbing, pinching, brushing against a person's body, assault, or molestation of a sexual nature.
• Verbal harassment: Unwelcome sexual advances, requests for sexual favours, sexually coloured comments or jokes, lewd remarks, or use of obscene language.
• Non-verbal / gestural harassment: Staring, leering, winking, making obscene gestures, displaying pornographic material, or sending sexually explicit communications.
• Visual harassment: Showing pornographic or sexually explicit material to a person without consent.
• Digital / cyber harassment: Sending unwanted sexually explicit messages, images, or videos via phone, email, social media, or other digital platforms. This is now further covered under the Cyber Security Act 2023.
• Eve teasing (উত্ত্যক্তকরণ): Public harassment of women through verbal abuse, catcalling, blocking path, or persistent following in streets, markets, public transport, or other public places. Eve teasing has been specifically addressed through dedicated government campaigns and enforcement drives under Section 10A of the Women and Children Repression Prevention Act 2000.

It is important to note that sexual harassment is defined by the unwelcome nature of the conduct from the victim's perspective — it does not require physical contact, and a single severe incident can be sufficient to constitute harassment.

The Women and Children Repression Prevention Act 2000 (নারী ও শিশু নির্যাতন দমন আইন, ২০০০), as amended in 2003, is Bangladesh's primary criminal statute addressing violence and harassment against women and children. The relevant sections for sexual harassment are:

• Section 9 — Rape: Defines and penalises rape, including gang rape, with penalties ranging from life imprisonment to death in aggravated cases. Section 9(4A) addresses rape resulting in death of the victim.
• Section 10 — Sexual Assault: Covers sexual assault short of rape — defined as any act by a man of touching a woman's sexual organs or committing any indecent act with sexual intent without her consent. Penalty: up to 10 years' rigorous imprisonment and a fine.
• Section 10A — Eve Teasing: Specifically criminalises public harassment of women and children, including verbal, gestural, and physical harassment in public places. Penalty: up to 2 years' imprisonment, or a fine up to Tk 10,000, or both.
• Section 11 — Dowry-related Violence: Covers harassment and violence related to dowry demands, which overlaps with domestic harassment situations.
• Section 12 — Kidnapping: Covers kidnapping and abduction of women and children for sexual exploitation.
• Section 14 — Acid Attack: Specifically penalises acid throwing or use of corrosive substances, which is often harassment-related. Penalty: death or life imprisonment.

Cases under the Women and Children Repression Prevention Act 2000 are tried before special Nari O Shishu Nirjatan Daman Tribunal (Women and Children Repression Prevention Tribunals) established in each district. These tribunals have exclusive jurisdiction over these offences and are required to complete trials within 180 days under Section 20 of the Act.

The Penal Code 1860 also contains several provisions relevant to sexual harassment, which apply where the Women and Children Repression Prevention Act 2000 does not specifically cover the conduct:

• Section 294 — Obscene Acts and Songs: Penalises committing an obscene act in a public place or uttering obscene words to the annoyance of others. Penalty: up to 3 months' imprisonment, or fine, or both.
• Section 354 — Assault or Criminal Force with Intent to Outrage Modesty: Penalises assault or use of criminal force against a woman intending to outrage her modesty, or with the knowledge that it will likely outrage her modesty. Penalty: up to 2 years' imprisonment, or fine, or both. This section is commonly used in cases of groping, inappropriate touching, and physical molestation that fall short of the threshold under the Women and Children Repression Prevention Act 2000.
• Section 509 — Word, Gesture or Act Intended to Insult the Modesty of a Woman: Penalises any word, gesture, or act intended to insult the modesty of a woman, or intrudes upon her privacy. Penalty: up to 1 year's imprisonment, or fine, or both. This section is often used for verbal harassment, catcalling, and inappropriate gestures.
• Section 503 — Criminal Intimidation: Applicable where a harasser threatens the victim with injury to her reputation, person, or property to compel her to do something she is not legally obliged to do.

Under Section 198 of the Code of Criminal Procedure 1898, an offence under Section 509 of the Penal Code is a cognizable offence, meaning police can arrest without a warrant upon receiving a complaint.

One of the most significant aspects of the 2009 BNWLA Supreme Court guidelines is the mandatory requirement for employers to establish a Sexual Harassment Complaint Committee at every workplace with 10 or more employees. The structure and procedure of this committee is as follows:

Committee Composition

• The committee must have a female majority — at least half of the members must be women.
• The chairperson must be a senior female employee.
• At least one member should be from an NGO or legal background with expertise in gender issues.
• A member of the workers' union (if any) should be included.

Complaint Procedure Before the Committee

1. The complainant submits a written complaint to the committee within 3 months of the last incident of harassment (time can be extended in justified cases).
2. The committee must acknowledge receipt of the complaint within 7 days.
3. The inquiry must be completed within 60 days of receipt.
4. Both complainant and accused have the right to be heard; the accused has the right to respond to the allegations.
5. The committee may recommend interim relief to the employer (e.g., transfer of the accused, leave for the complainant).
6. Upon completion of inquiry, the committee submits a report to the employer with findings and recommendations.
7. The employer must act upon the recommendations within 60 days of receiving the report.

Consequences for Non-Compliance

Employers who fail to establish a complaint committee, or who fail to act on committee recommendations, can face contempt proceedings before the High Court Division of the Supreme Court, as the 2009 guidelines carry the force of a court order. Additionally, victims can file a writ petition under Article 102 of the Constitution seeking enforcement.

With the explosive growth of social media and digital communications in Bangladesh, cyber sexual harassment has become a major concern. The Cyber Security Act 2023 (সাইবার নিরাপত্তা আইন, ২০২৩), which replaced the widely criticised Digital Security Act 2018, contains specific provisions addressing online harassment:

• Section 21 — Publication of Obscene/Defamatory Content: Publishing, distributing, or transmitting any obscene, degrading, or harassing content about a person — including morphed or fabricated images — without consent. This is now a non-bailable offence. Penalty: up to 10 years' imprisonment, or up to Tk 25 lakh fine, or both for repeat offences.
• Section 24 — Hacking and Unauthorised Access: Gaining unauthorised access to someone's accounts or devices to obtain private images or personal information for the purpose of harassment.
• Revenge Pornography: Sharing intimate images of a person without consent (commonly called revenge porn) falls under Section 21 and related provisions. This is treated as a serious offence with significant penalties.
• Online Stalking and Threatening: Persistent online contact, threatening messages, or impersonation for the purpose of harassment or intimidation can attract multiple charges under the Cyber Security Act 2023 and the Penal Code.

Complaints for cyber sexual harassment should be filed with the Cyber Crime Investigation Division (CCID) of the Bangladesh Police, available at cybercrime.gov.bd. Evidence (screenshots, message logs, URLs, email headers) must be preserved immediately and submitted with the complaint.

Victims of sexual harassment in Bangladesh have multiple avenues to seek redress. The appropriate avenue depends on the nature of the harassment, the relationship between parties, and the urgency of the situation.

Option 1 — Internal Complaint Committee (Workplace / Educational Institution)

Submit a written complaint to the employer's or institution's Sexual Harassment Complaint Committee. This is the first recommended step for workplace harassment. The committee process is confidential and faster than court proceedings.

Option 2 — Police Complaint / First Information Report (FIR)

For physical assault, eve teasing, or cyber harassment, file a complaint directly with the nearest police station. Sexual assault cases under the Women and Children Repression Prevention Act 2000 are cognizable — police can and must register an FIR. For eve teasing under Section 10A, a complaint can also be filed before the nearest Magistrate (Section 200, CrPC 1898) if police are unresponsive.

Option 3 — Case Before Nari O Shishu Nirjatan Daman Tribunal

Serious offences under the Women and Children Repression Prevention Act 2000 (Sections 9, 10) are tried exclusively by these special tribunals. After police investigation and charge sheet, the case proceeds before the tribunal.

Option 4 — Writ Petition Before the High Court Division

Where an employer fails to act on a complaint committee recommendation, or where constitutional rights are violated, a writ petition can be filed before the High Court Division under Article 102 of the Constitution of Bangladesh seeking enforcement of the 2009 BNWLA guidelines.

Option 5 — Civil Suit for Damages

A victim may also file a civil suit claiming damages for mental distress, reputational harm, and loss of income caused by harassment. This can run concurrently with criminal proceedings.

The following table summarises the key offences related to sexual harassment in Bangladesh and the penalties currently applicable under the relevant laws:

WCRPA = Women and Children Repression Prevention Act 2000

Gathering and preserving evidence is critical in sexual harassment cases, particularly because such incidents often occur in private settings without independent witnesses. The following types of evidence are recognised and admissible in Bangladesh courts:

• Direct witness testimony: Statements from the victim, eyewitnesses, or persons who observed the aftermath (e.g., seeing the victim immediately after the incident in a distressed state).
• Medical evidence: For physical assault, a medical examination report (prepared by a registered medical officer) is important. Under Section 9 of the WCRPA 2000, the investigating officer is required to arrange for a medical examination of the victim within 24 hours of receiving the complaint.
• Documentary evidence: Text messages, WhatsApp messages, emails, social media posts, and screenshots are admissible as electronic records under the Evidence Act 1872 (as amended) and the Cyber Security Act 2023. Preserve all digital communications without alteration — do not delete any messages even if offensive.
• CCTV footage: If the harassment occurred in a workplace, educational institution, or public place with CCTV coverage, immediately request the employer or relevant authority to preserve and provide the footage before it is overwritten.
• Prior complaint records: Evidence that the accused has a history of similar complaints is relevant to establish a pattern of conduct.
• Character evidence limitations: Under the Evidence Act 1872, the victim's past sexual history or character is generally not admissible to undermine the credibility of the complaint in rape and sexual assault cases.

Victims of sexual harassment in Bangladesh are entitled to several protective measures designed to encourage reporting and prevent secondary victimisation:

• Confidentiality: The 2009 BNWLA guidelines require strict confidentiality throughout the complaint committee process. The names and personal details of the complainant must not be disclosed without consent. Similarly, criminal courts have the power to hold proceedings in camera (in private) in sensitive cases.
• Protection from Retaliation: Taking adverse action against a complainant (such as demotion, dismissal, or hostile treatment) constitutes workplace victimisation and can itself form the basis of a legal complaint and civil action.
• One-Stop Crisis Centres (OCC): The Government of Bangladesh has established One-Stop Crisis Centres at major public hospitals (including Dhaka Medical College Hospital and other district hospitals) that provide integrated support to women victims of violence — including medical care, psychological counselling, police assistance, and legal aid — in a single location.
• National Legal Aid Services: Under the Legal Aid Services Act 2000, victims with insufficient means can apply for free legal representation through the National Legal Aid Services Organisation (NLASO) for criminal cases.
• Bangladesh National Women Lawyers Association (BNWLA): Provides free legal counselling, court assistance, and shelter for women victims of harassment and violence. Reachable via their national helpline.
• National Emergency Helpline: The Government of Bangladesh operates a dedicated helpline (999 for police, 10921 for women's affairs) for victims of violence and harassment.

Despite the legal framework, sexual harassment victims in Bangladesh continue to face significant practical challenges. Understanding these challenges — and their solutions — is essential for effective legal advocacy:

Sexual harassment cases require both legal expertise and sensitivity. Navigating the complaint committee process, filing police complaints, appearing before the Nari O Shishu Nirjatan Daman Tribunal, and ensuring the victim's confidentiality and safety all require an experienced legal hand.

Advocate Md. Shah Alam, practising from his chamber in Uttara, Dhaka, provides comprehensive legal assistance to victims of sexual harassment in Bangladesh, including:

• Filing and managing internal complaint committee proceedings
• Drafting and filing FIRs and Magistrate court complaints
• Appearing before the Nari O Shishu Nirjatan Daman Tribunal
• Filing writ petitions before the High Court Division for enforcement of BNWLA Guidelines
• Managing cyber harassment complaints with the Cyber Crime Investigation Division
• Advising on evidence preservation and witness management

If you or someone you know is experiencing sexual harassment, do not delay — early legal action significantly improves the chances of a successful outcome. Contact our office for a confidential and compassionate consultation.

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For internal workplace complaints before the employer's complaint committee, the current guideline suggests filing within 3 months of the last incident, though extensions are possible for justified reasons. For criminal complaints under the Women and Children Repression Prevention Act 2000, there is generally no strict limitation period, though prompt reporting is strongly recommended as delay can affect evidence availability and court credibility. For cases under the Penal Code, standard limitation periods under the Code of Criminal Procedure apply.

Yes, men can be victims of sexual harassment in Bangladesh. While most provisions of the Women and Children Repression Prevention Act 2000 are gender-specific (protecting women and children), the general Penal Code provisions (Sections 294, 354, 509) and the Cyber Security Act 2023 apply to victims of any gender. Men can file complaints under these provisions. The 2009 BNWLA guidelines focus on women in workplaces but do not prohibit male complainants from seeking relief through other channels.

Eve teasing under Section 10A of the Women and Children Repression Prevention Act 2000 is currently a bailable offence, with a maximum sentence of 2 years' imprisonment or a fine up to Tk 10,000. However, if the harassment involves physical contact (touching, groping), it may be prosecuted under Section 10 (Sexual Assault), which is a non-bailable offence with significantly higher penalties. The exact charge depends on the specific conduct involved.

Under the 2009 BNWLA Supreme Court guidelines, every employer with 10 or more employees is legally required to establish a complaint committee. If your employer does not have one, you can: (1) report the harassment directly to the police; (2) file a complaint before the nearest Magistrate; (3) file a writ petition before the High Court Division of the Supreme Court directing the employer to comply with the BNWLA Guidelines and provide you with a mechanism for redress; and (4) approach a legal aid organisation or NGO for assistance.

Yes. In addition to criminal proceedings, a victim of sexual harassment can file a civil suit for damages in the Civil Court claiming monetary compensation for mental distress, reputational harm, loss of employment opportunities, and other losses suffered as a result of the harassment. Civil and criminal proceedings can run simultaneously. Obtaining a conviction in the criminal case significantly strengthens the civil claim, though it is not a prerequisite.

For a cyber harassment case, preserve the following immediately: (1) screenshots of all offending messages, posts, or images (with timestamps visible); (2) the URL/link to the offending content; (3) full email headers if harassment occurred via email; (4) any witness who has seen the content; (5) your call logs or message logs showing persistent contact. Do not block the harasser before taking screenshots, as this may delete conversation history. Report to the Cyber Crime Investigation Division (CCID) at cybercrime.gov.bd as soon as possible, as online content can be deleted quickly.