By Advocate Md. Shah Alam · 2026-05-21 · 11 min read
Sexual harassment at the workplace remains a serious and pervasive problem in Bangladesh across all sectors — from garment factories to corporate offices and educational institutions. While Bangladesh lacks a dedicated standalone anti-harassment law, the High Court Division of the Supreme Court issued landmark guidelines in 2009 that are legally binding on all employers, and the Bangladesh Labour Act 2006 provides additional protections. Understanding your rights and the remedies available is the first step toward a safer, more just workplace.
Bangladesh does not yet have a standalone Prevention of Sexual Harassment Act, despite years of advocacy by women's rights groups and civil society organisations. However, the legal framework protecting workers and students from harassment draws on multiple sources:
The primary day-to-day protection for workers comes from the High Court Guidelines 2009 and the Bangladesh Labour Act. If you have been subjected to harassment at your workplace, consult a lawyer in Dhaka who specialises in labour and civil rights law to explore your options.
The Bangladesh National Women Lawyers' Association (BNWLA) v. Government of Bangladesh judgment of 2009 is a watershed in Bangladeshi jurisprudence on workplace safety. The High Court Division, drawing inspiration from India's Vishaka Guidelines, issued detailed directives that remain the principal legal standard for anti-harassment compliance in Bangladesh.
Every employer — whether a factory, office, educational institution, or government body — is required to:
Failure to constitute an anti-harassment committee or to comply with the guidelines exposes the employer to contempt of court proceedings (since the guidelines are a court order) as well as liability under the Bangladesh Labour Act. A corporate lawyer in Bangladesh can help organisations draft compliant harassment policies and committee terms of reference.
The High Court Guidelines 2009 and the Bangladesh Labour Act 2006 define sexual harassment broadly, recognising both physical and non-physical forms of unwanted conduct. The following are recognised as forms of sexual harassment under Bangladeshi law:
Bangladeshi law recognises two distinct types of sexual harassment: Quid Pro Quo (where employment benefits or conditions are explicitly tied to sexual compliance — e.g., promotion in exchange for sexual favours) and Hostile Work Environment (where pervasive sexual conduct makes the workplace intimidating, hostile, or offensive). Both are equally actionable under the 2009 guidelines. An experienced lawyer in Dhaka can help victims identify which type of harassment they have experienced and the appropriate legal remedy.
If you have experienced sexual harassment at your workplace in Bangladesh, there are specific steps you should take to formally report and document the matter:
Your employer is required (under the 2009 Guidelines) to have an Anti-Harassment Committee. Submit a written complaint to this committee, clearly describing:
The committee must acknowledge your complaint and commence an inquiry within a reasonable time — typically within 30 days. The inquiry must be conducted confidentially, the harasser must be given an opportunity to respond, and witnesses may be interviewed.
If your employer has no anti-harassment committee, fails to act, or you are dissatisfied with the internal outcome, you may file a complaint at the Labour Court in your division under the Bangladesh Labour Act 2006. A complaint can be filed by the victim, a trade union representative, or an authorised lawyer.
For serious incidents involving physical assault or criminal conduct (e.g., indecent assault under Section 354 of the Penal Code), you should file a First Information Report (FIR) at the nearest police station. The police are legally required to register the FIR and investigate. If the officer refuses, you can approach the Magistrate Court directly with a Naraji petition.
If you are facing institutional inaction — where your employer and the authorities are refusing to act — you may file a Writ Petition before the High Court Division of the Supreme Court of Bangladesh invoking Article 102 of the Constitution, seeking enforcement of the 2009 Guidelines and a remedy for the violation of your fundamental rights. For this, consult a qualified Supreme Court lawyer in Bangladesh.
Employers who fail to comply with the anti-harassment framework — whether by ignoring the 2009 High Court Guidelines, failing to constitute a committee, or failing to act on complaints — face serious legal and financial consequences.
Under the Bangladesh Labour Act 2006 and the Labour Rules 2015, employers who violate workplace safety and dignity obligations — including harassment protections — may be:
Since the 2009 anti-harassment guidelines are a Supreme Court order, an employer who demonstrably ignores them (e.g., has no committee, takes no action on complaints) can be cited for contempt of court. Contempt proceedings can result in fines and, in serious cases, imprisonment of responsible officers.
A victim may also bring a civil suit for damages against both the individual harasser and the employer (under the doctrine of vicarious liability) in the District Court. Damages may cover mental distress, loss of earnings, medical expenses, and future loss of opportunity — particularly if the victim was constructively dismissed or forced to resign due to the harassment.
Individual harassers may face criminal prosecution under the Penal Code 1860 (Sections 354 and 509) and the Cyber Security Act 2023 (for digital harassment). Penalties include imprisonment from 1 to 7 years and fines. For victims who have suffered criminal harassment, filing an FIR through a criminal lawyer in Dhaka is the appropriate route to pursue justice.
Victims of sexual harassment at the workplace in Bangladesh are entitled to a range of remedies — both compensatory and punitive. The appropriate remedy depends on the severity of the harassment, the victim's preference, and the forum chosen.
If you fear ongoing harassment or retaliation after filing a complaint, an urgent interim injunction from the District Court can be obtained to protect you while the main proceedings are pending. This can include restraining orders against the harasser and orders requiring the employer to provide a safe working environment.
Victims should preserve all evidence — screenshots of messages, medical records, diary notes of incidents, and witness contact details — before initiating any legal process. Contact Advocate Md. Shah Alam for a confidential consultation on the best legal strategy for your situation.
The 2009 High Court Guidelines explicitly extend to educational institutions — schools, colleges, madrasas, and universities — as well as government offices and public sector entities. Harassment in these settings is governed by the same framework but with some additional dimensions.
Educational institutions must constitute anti-harassment committees with faculty, administrative staff, and student representatives. Teachers or administrators who harass students face disciplinary proceedings under institutional rules as well as the legal framework described above. The University Grants Commission (UGC) has issued additional directives requiring universities to have published harassment policies accessible to all students.
Student victims in particular often hesitate to report due to fear of academic consequences. However, retaliating against a student who reports harassment — by awarding poor grades, denying opportunities, or pressuring them to withdraw — is itself a contempt of the 2009 court order and may constitute a separate criminal offence.
Government employees who experience harassment are entitled to file complaints through the departmental anti-harassment committee and additionally through the Ministry of Public Administration. The Anti-Corruption Commission (ACC) may also have jurisdiction where harassment is tied to corruption or abuse of official position.
Bangladesh's readymade garment (RMG) sector — employing over 4 million workers, predominantly women — is a high-risk area for workplace harassment. The Bangladesh Labour Act 2006 and bilateral agreements with international buyers (including through the Bangladesh Accord on Building and Fire Safety) require garment factories to have functioning anti-harassment and grievance mechanisms. Workers in the RMG sector who experience harassment can additionally approach the Department of Labour, the Bangladesh Garment Manufacturers and Exporters Association (BGMEA) Grievance Cell, or file a Labour Court complaint with the help of a trade union or a labour and criminal lawyer in Dhaka. Advocate Md. Shah Alam has extensive experience handling sensitive civil rights matters, including workplace harassment cases, with the discretion and professionalism they deserve.
Bangladesh does not yet have a standalone sexual harassment law, but the High Court Division issued binding guidelines in 2009 (BNWLA v. Government of Bangladesh) that apply to all employers. The Bangladesh Labour Act 2006 also contains provisions against workplace harassment. The Penal Code 1860 criminalises physical assault with intent to outrage modesty and insulting gestures or words directed at women.
First, document every incident with dates, descriptions, witnesses, and any digital evidence. Then file a written complaint with your workplace's Anti-Harassment Committee. If there is no committee or the employer fails to act, file a complaint at the Labour Court or a FIR at the nearest police station. In cases of institutional inaction, a writ petition at the High Court Division may be appropriate. Consult a lawyer for guidance tailored to your situation.
Yes. Under the doctrine of vicarious liability and the 2009 High Court Guidelines, an employer is liable for harassment if it knew or ought to have known about the harassment and failed to take appropriate preventive or remedial action. Employers who fail to constitute an Anti-Harassment Committee or ignore complaints are additionally liable for contempt of court and Labour Act violations.
Criminal penalties under the Penal Code 1860 include imprisonment from 1 to 7 years and fines. Labour Act violations attract fines of BDT 25,000–50,000 per offence payable by the employer. Civil claims can result in compensation orders for damages. Employers who ignore the 2009 High Court Guidelines face contempt of court proceedings. Individuals who commit digital harassment may additionally face penalties under the Cyber Security Act 2023.
Yes. The 2009 High Court Guidelines explicitly extend to all educational institutions — schools, colleges, and universities — in addition to workplaces. Educational institutions must form anti-harassment committees, display prohibitory policies, and maintain confidential complaint mechanisms. The University Grants Commission has issued supplementary directives for tertiary institutions.
Retaliation against a complainant — such as dismissal, demotion, denial of promotion, or hostile treatment — is itself a violation of the 2009 High Court Guidelines and the Bangladesh Labour Act. A victim who faces retaliation may file an additional complaint at the Labour Court seeking reinstatement, back-pay, and compensation. Urgent interim injunctions can also be obtained from the District Court to prevent ongoing retaliation while the case is being heard.