{"id":33223,"date":"2026-09-29T15:09:49","date_gmt":"2026-09-29T15:09:49","guid":{"rendered":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/?p=33223"},"modified":"2026-09-29T15:19:40","modified_gmt":"2026-09-29T15:19:40","slug":"ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code","status":"publish","type":"post","link":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/","title":{"rendered":"ILO Convention 190 and Workplace Harassment in India: POSH Act &amp; OSHWC Code"},"content":{"rendered":"<h1 id=\"international-labour-organization-c190-workplace-violence-harassment-india\"><span class=\"ez-toc-section\" id=\"ILO_Convention_No_190_and_Workplace_Violence_and_Harassment_A_Comparative_Analysis_of_Indian_Labour_Laws\"><\/span>ILO Convention No. 190 and Workplace Violence and Harassment: A Comparative Analysis of Indian Labour Laws<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<section id=\"abstract\">\n<h2><span class=\"ez-toc-section\" id=\"Abstract\"><\/span>Abstract<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The International Labour Organization&#8217;s (ILO) &#8216;Violence and Harassment Convention, 2019 (No. 190)&#8217; offers a broad and gender-inclusive plan to eliminate violence and harassment in workplaces. \u201cIn India, the main laws currently in place are the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act)[1] and the Occupational Safety, Health and Working Conditions Code, 2020 (OSHWC Code).\u201d [2] However, there are still important shortcomings in these laws.<\/p><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #0c0c0c;color:#0c0c0c\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #0c0c0c;color:#0c0c0c\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#ILO_Convention_No_190_and_Workplace_Violence_and_Harassment_A_Comparative_Analysis_of_Indian_Labour_Laws\" >ILO Convention No. 190 and Workplace Violence and Harassment: A Comparative Analysis of Indian Labour Laws<\/a><ul class='ez-toc-list-level-2' ><li class='ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Abstract\" >Abstract<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#i\" >\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#List_of_Abbreviations\" >List of Abbreviations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#1_Introduction\" >1. Introduction<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#2_Literature_Review_%E2%80%93_Key_Insights_From_Existing_Studies\" >2. Literature Review \u2013 Key Insights From Existing Studies<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#i_VinciWorks_2026_June_29\" >(i) VinciWorks. (2026, June 29)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#ii_Psychosocial_Risk_Management_in_the_Unorganized_Sector\" >(ii) Psychosocial Risk Management in the Unorganized Sector<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#3_Research_Methodology\" >3. Research Methodology<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Data_Sources\" >Data Sources<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Research_Steps\" >Research Steps<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#4_Statement_of_the_Problem\" >4. Statement of the Problem<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#5_Research_Objectives\" >5. Research Objectives<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#6_Historical_Jurisprudence\" >6. Historical Jurisprudence<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#i_The_Pre-Statutory_Era_From_Penal_Laws_to_Vishaka\" >(i) The Pre-Statutory Era: From Penal Laws to Vishaka<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Historical_Evolution_of_Indian_Law\" >Historical Evolution of Indian Law<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#ii_The_Enactment_of_the_POSH_Act_2013_and_OSHWC_Code_2020\" >(ii) The Enactment of the POSH Act (2013) and OSHWC Code (2020)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#iii_The_Paradigm_Shift_ILO_Convention_No_190\" >(iii) The Paradigm Shift: ILO Convention No. 190<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#7_Comprehensive_Comparative_Analysis_Framework\" >7. Comprehensive Comparative Analysis Framework<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#1_Scope_of_the_Protected_Person\" >1. Scope of the Protected Person<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#2_Nature_and_Types_of_Harassment_Covered\" >2. Nature and Types of Harassment Covered<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#3_Redefining_Workplace_Boundaries\" >3. Redefining Workplace Boundaries<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#4_Application_to_the_Unorganized_Sector\" >4. Application to the Unorganized Sector<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#5_Recognition_of_Mental_Health_and_Psychosocial_Risks\" >5. Recognition of Mental Health and Psychosocial Risks<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#8_Analysis_Critical_Statutory_Gaps\" >8. Analysis &amp; Critical Statutory Gaps<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#1_Gender_Exclusivity_and_the_Isolation_of_Non-Female_Identities\" >1. Gender Exclusivity and the Isolation of Non-Female Identities<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#2_Narrow_Construct_of_Misconduct\" >2. Narrow Construct of Misconduct<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Unaddressed_Psychological_Misconduct\" >Unaddressed Psychological Misconduct<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#3_The_OSHWC_Code_2020_Absence_of_Psychosocial_Hazard_Frameworks\" >3. The OSHWC Code 2020: Absence of Psychosocial Hazard Frameworks<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#4_Spatial_Disconnects_Digital_Workspaces_Remote_Work_and_Domestic_Spheres\" >4. Spatial Disconnects: Digital Workspaces, Remote Work, and Domestic Spheres<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#5_Institutional_Breakdown_in_the_Informal_Domestic_and_Gig_Sectors\" >5. Institutional Breakdown in the Informal, Domestic, and Gig Sectors<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#9_Practical_Legal_Economic_Challenges\" >9. Practical, Legal &amp; Economic Challenges<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-33\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#10_Statutory_Roadmap\" >10. Statutory Roadmap<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-34\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#1_Statutory_Roadmap_for_the_POSH_Act_2013\" >1. Statutory Roadmap for the POSH Act, 2013<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-35\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Title_and_Preamble_Correction\" >Title and Preamble Correction<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-36\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Section_2a_%E2%80%93_Redefining_the_Protected_Person\" >Section 2(a) \u2013 Redefining the Protected Person<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-37\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Section_2n_and_Section_3_%E2%80%93_Expanding_Prohibited_Conduct\" >Section 2(n) and Section 3 \u2013 Expanding Prohibited Conduct<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-38\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Section_2o_%E2%80%93_Incorporating_the_World_of_Work\" >Section 2(o) \u2013 Incorporating the World of Work<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-39\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Section_4_%E2%80%93_Restructuring_Internal_Committees_IC\" >Section 4 \u2013 Restructuring Internal Committees (IC)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-40\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Insertion_of_New_Section_3A_%E2%80%93_Domestic_Violence_Protection\" >Insertion of New Section 3A \u2013 Domestic Violence Protection<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-41\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#2_Statutory_Roadmap_for_the_OSHWC_Code_2020\" >2. Statutory Roadmap for the OSHWC Code, 2020<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-42\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Section_21za_%E2%80%93_Definition_of_Occupational_Hazard\" >Section 2(1)(za) \u2013 Definition of Occupational Hazard<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-43\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Section_6_%E2%80%93_Duties_of_Employers\" >Section 6 \u2013 Duties of Employers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-44\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Section_23_%E2%80%93_Duties_of_Employees\" >Section 23 \u2013 Duties of Employees<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-45\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Section_34_%E2%80%93_Inspector-cum-Facilitators\" >Section 34 \u2013 Inspector-cum-Facilitators<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-46\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#11_South_Africas_Ratification_Model_and_Legal_Adaptations\" >11. South Africa\u2019s Ratification Model and Legal Adaptations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-47\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#12_Case_Study\" >12. Case Study<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-48\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Vishaka_Others_v_State_of_Rajasthan_1997\" >Vishaka &amp; Others v. State of Rajasthan (1997)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-49\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Apparel_Export_Promotion_Council_v_AK_Chopra_1999\" >Apparel Export Promotion Council v. A.K. Chopra (1999)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-50\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Union_of_India_v_Mudrika_Singh_2021\" >Union of India v. Mudrika Singh (2021)<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-51\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Conclusion\" >Conclusion<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-52\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#References\" >References<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-53\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#Footnotes\" >Footnotes<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n\n<p>The POSH Act only focuses on women and sexual harassment, while the OSHWC Code does not clearly address issues like psychological harassment, workplace bullying, or economic exploitation. Additionally, neither of these laws adequately protects informal workers, gig workers, or those in digital jobs.<\/p>\n<p>This research article examines how Indian laws compare with the standards set by ILO C190. The study suggests improvements such as creating gender-neutral regulations, including psychological risks in health definitions, and enhancing the Local Committee system for informal workers. These insights outline a clear path for necessary changes in India&#8217;s labor laws.<\/p>\n<\/section>\n<section id=\"keywords\">\n<h2><span class=\"ez-toc-section\" id=\"i\"><\/span>\u00a0<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<\/section>\n<section id=\"list-of-abbreviations\">\n<h2><span class=\"ez-toc-section\" id=\"List_of_Abbreviations\"><\/span>List of Abbreviations<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<table>\n<thead>\n<tr>\n<th>Abbreviation<\/th>\n<th>Meaning<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>ILO<\/td>\n<td>International Labour Organization<\/td>\n<\/tr>\n<tr>\n<td>C190<\/td>\n<td>Convention No. 190<\/td>\n<\/tr>\n<tr>\n<td>OSHWC<\/td>\n<td>Occupational Safety, Health and Working Conditions<\/td>\n<\/tr>\n<tr>\n<td>POSH<\/td>\n<td>Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal)<\/td>\n<\/tr>\n<tr>\n<td>UN CEDAW<\/td>\n<td>United Nations Convention on the Elimination of All Forms of Discrimination Against Women<\/td>\n<\/tr>\n<tr>\n<td>IC<\/td>\n<td>Internal Committees<\/td>\n<\/tr>\n<tr>\n<td>IAHCs<\/td>\n<td>Internal Anti-Harassment Committees<\/td>\n<\/tr>\n<tr>\n<td>LGBTQIA<\/td>\n<td>Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, and Asexual<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/section>\n<section id=\"introduction\">\n<h2><span class=\"ez-toc-section\" id=\"1_Introduction\"><\/span>1. Introduction<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The modern workplace is quickly evolving, moving away from traditional offices to remote, digital, and gig-based models. While these changes offer new chances for growth, they also introduce risks like workplace violence and harassment. India&#8217;s efforts to improve workplace safety have historically focused on tackling gender-based discrimination. By signing the United Nations Convention on the Elimination of All Forms of Discrimination Against Women (UN CEDAW), India recognized that women deserve a safe work environment. This international commitment led to the creation of the important Vishakha Guidelines, which became the POSH Act in 2013.<\/p>\n<p>Over time, India has made strides to simplify its labor laws. A significant step was merging various regulations into the Occupational Safety, Health and Working Conditions Code in 2020, designed to ensure the basic welfare of employees across different sectors.<\/p>\n<p>However, as workplaces continue to change, Indian laws show gaps when compared to global standards. The International Labour Organization Convention No. 190 (C190) introduced a revolutionary framework. Unlike current Indian laws, ILO C190 requires a completely gender-neutral approach to safety that protects not only women but also men, transgender individuals, and everyone in the LGBTQIA community. It goes beyond just \u2018sexual harassment&#8217; by addressing issues like psychological bullying and cyber-harassment in today&#8217;s digital work environment, as well as how domestic violence can affect an employee&#8217;s job.<\/p>\n<p>Right now, India&#8217;s POSH Act is very focused on gender, while the OSHWC Code primarily emphasizes physical safety over emotional or psychological health. This research article looks at how India can address these structural gaps. By aligning the POSH Act and OSHWC Code with the forward-thinking principles of ILO Convention 190, India can create a truly inclusive and safe working environment for all workers.<\/p>\n<\/section>\n<section id=\"literature-review\">\n<h2><span class=\"ez-toc-section\" id=\"2_Literature_Review_%E2%80%93_Key_Insights_From_Existing_Studies\"><\/span>2. Literature Review \u2013 Key Insights From Existing Studies<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3 id=\"vinciworks-june-2026\"><span class=\"ez-toc-section\" id=\"i_VinciWorks_2026_June_29\"><\/span>(i) VinciWorks. (2026, June 29)<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Navigating workplace compliance in India requires moving far beyond basic paper policies. While the foundational law passed in 2013 remains intact, its modern execution demands continuous active oversight from corporate leadership. Modern workplaces no longer stop at the office doors; remote arrangements, messaging apps, and late-night video calls now fall under identical legal expectations. Consequently, an offhand comment in a chat thread carries the same legal weight as misconduct in a conference room, forcing organizations to adjust their internal boundaries swiftly. \u201cFor multinational corporations, simply overlaying global HR standards is legally insufficient because the POSH Act demands specific, non-delegable local committee structures and procedural steps.\u201d[3]<\/p>\n<p>For international businesses operating in India, simply overlaying global HR standards often creates significant legal vulnerabilities. The law strictly mandates a localized Internal Committee with a senior woman leading it and an external expert serving alongside internal staff. If a company skips these precise structural requirements, any enquiry result can be entirely thrown out by a court. True compliance demands regular training, proactive anti-retaliation protections, and annual reporting, ensuring that prevention is treated as an ongoing cultural commitment rather than a static administrative requirement.<\/p>\n<h3 id=\"psychosocial-risk-management-unorganized-sector\"><span class=\"ez-toc-section\" id=\"ii_Psychosocial_Risk_Management_in_the_Unorganized_Sector\"><\/span>(ii) Psychosocial Risk Management in the Unorganized Sector<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Over 80% of India&#8217;s labor force works in the unorganized sector without HR departments, written contracts, or secure wages, making traditional complaint mechanisms ineffective. This study published in the <em>Journal of Indian Law Institute<\/em> shows that district-level Local Committees under the POSH Act fail informal workers due to severe underfunding, lack of awareness, and heavy bureaucratic hurdles. Vulnerable workers like domestic help, daily-wage laborers, and construction workers rarely file complaints because they fear losing their livelihoods. \u201cRather than forcing victims through lengthy legal battles, the paper argues that workplace harassment, verbal intimidation, and economic threats must be recognized as preventable health hazards under the OSHWC Code, 2020.\u201d[4]<\/p>\n<p>By shifting the legal focus toward proactive safety management, the article shows how government labor inspectors can audit informal workplaces and enforce mental safety standards directly. Treating workplace violence as an occupational health issue creates universal protections that shield all workers\u2014regardless of whether they are male, female, transgender, or gig workers. Aligning domestic safety laws with ILO Convention 190 allows India to move from weak post-incident investigations to strong employer accountability across both formal and informal sectors.<\/p>\n<\/section>\n<section id=\"research-methodology\">\n<h2><span class=\"ez-toc-section\" id=\"3_Research_Methodology\"><\/span>3. Research Methodology<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>This paper uses an <strong>analytical research methodology<\/strong> based entirely on <strong>secondary data<\/strong>. No primary data, such as surveys or interviews, was collected.<\/p>\n<h3 id=\"data-sources\"><span class=\"ez-toc-section\" id=\"Data_Sources\"><\/span>Data Sources<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The study relies on statutory legal texts (<strong>POSH Act, 2013<\/strong> and <strong>OSHWC Code, 2020<\/strong>), international legal instruments (<strong>ILO Convention No. 190<\/strong> and <strong>Recommendation No. 206<\/strong>), <strong>Supreme Court Judgments<\/strong>, and existing academic research papers.<\/p>\n<h3 id=\"research-steps\"><span class=\"ez-toc-section\" id=\"Research_Steps\"><\/span>Research Steps<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ol>\n<li><strong>Literature Review:<\/strong> Examining existing research, legal commentaries, and international reports on workplace violence, gender-based harassment, and labor law reforms.<\/li>\n<li><strong>Comparative Gap Analysis:<\/strong> Comparing the definitions, scope of coverage, protected groups, and enforcement mechanisms of Indian domestic laws against ILO C190 standards.<\/li>\n<li><strong>Impact &amp; Policy Analysis:<\/strong> Evaluating how current statutory gaps affect vulnerable workers (including male, non-binary, informal, and remote workers) and proposing a structured legal roadmap for harmonization using practical legal examples.<\/li>\n<\/ol>\n<\/section>\n<section id=\"statement-of-the-problem\">\n<h2><span class=\"ez-toc-section\" id=\"4_Statement_of_the_Problem\"><\/span>4. Statement of the Problem<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Despite these legal milestones, India has not yet ratified ILO C190. The existing statutory framework remains segmented and structurally incomplete:<\/p>\n<ol>\n<li>The POSH Act restricts its protections exclusively to female aggrieved persons subjected to conduct of a sexual nature. It excludes non-sexual violence, workplace bullying, emotional abuse, and non-female victims from its remedial mechanics.<\/li>\n<li>The OSHWC Code focuses almost entirely on conventional physical safety hazards, workplace machinery standards, and occupational diseases. It fails to classify psychological harassment, mobbing, or domestic violence spillover as recognized occupational hazards.<\/li>\n<\/ol>\n<p>As a result, significant legislative gaps exist between Indian statutory mechanisms and the international standards set by C190.<\/p>\n<\/section>\n<section id=\"research-objectives\">\n<h2><span class=\"ez-toc-section\" id=\"5_Research_Objectives\"><\/span>5. Research Objectives<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>This study aims to:<\/p>\n<ul>\n<li>Critically compare the legal definitions, scope, and enforcement provisions of the POSH Act 2013, the OSHWC Code 2020, and ILO C190.<\/li>\n<li>Provide a detailed statutory roadmap outlining specific section-level additions, terms, and structural corrections required in Indian law.<\/li>\n<li>Analyze operational, institutional, and cultural challenges that will emerge during implementation.<\/li>\n<li>Examine judicial precedents to illustrate how Indian courts have navigated current statutory boundaries.<\/li>\n<\/ul>\n<\/section>\n<section id=\"historical-jurisprudence\">\n<h2><span class=\"ez-toc-section\" id=\"6_Historical_Jurisprudence\"><\/span>6. Historical Jurisprudence<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3 id=\"pre-statutory-era-vishaka\"><span class=\"ez-toc-section\" id=\"i_The_Pre-Statutory_Era_From_Penal_Laws_to_Vishaka\"><\/span>(i) The Pre-Statutory Era: From Penal Laws to Vishaka<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Prior to 1997, workplace harassment in India was addressed primarily through an inadequate patchwork of criminal law provisions under the Indian Penal Code (IPC), 1860. Sections 354 (outraging the modesty of a woman) and 509 (word, gesture, or act intended to insult the modesty of a woman) were rooted in Victorian moral codes focused on \u2018female modesty\u2019 rather than fundamental rights, power imbalances, or professional dignity. The jurisprudence shifted dramatically following the gang rape of Bhanwari Devi, a state social worker in Rajasthan who was attacked in retaliation for her anti-child-marriage advocacy. \u201cThe failure of criminal procedures to offer workplace remedies led to the landmark Supreme Court decision in Vishaka v. State of Rajasthan (1997)\u201d. Exercising its powers under Article 32 of the Constitution, the Supreme Court laid down the binding Vishaka Guidelines by directly incorporating provisions of the UN Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW).<\/p>\n<h3 id=\"historical-evolution-indian-law\"><span class=\"ez-toc-section\" id=\"Historical_Evolution_of_Indian_Law\"><\/span>Historical Evolution of Indian Law<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<table>\n<thead>\n<tr>\n<th>Year<\/th>\n<th>Legal Development<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>1860<\/td>\n<td>IPC Sections 354 &amp; 509 &#8211; Criminal Focus on \u2018Modesty\u2019 &amp; Physical Force<\/td>\n<\/tr>\n<tr>\n<td>1993<\/td>\n<td>India Ratifies UN CEDAW (Commitment to End Gender-Based Discrimination)<\/td>\n<\/tr>\n<tr>\n<td>1997<\/td>\n<td>Vishaka v. State of Rajasthan &#8211; Judicial Guidelines under Articles 14 &amp; 21<\/td>\n<\/tr>\n<tr>\n<td>2013<\/td>\n<td>Enactment of POSH Act &#8211; Statutory Codification for Aggrieved Women<\/td>\n<\/tr>\n<tr>\n<td>2020<\/td>\n<td>Enactment of OSHWC Code &#8211; Consolidation of Health\/Safety Regulations<\/td>\n<\/tr>\n<tr>\n<td>2026<\/td>\n<td>Imperative Shift &#8211; Harmonization with ILO Convention No. 190 (C190)<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3 id=\"enactment-posh-oshwc\"><span class=\"ez-toc-section\" id=\"ii_The_Enactment_of_the_POSH_Act_2013_and_OSHWC_Code_2020\"><\/span>(ii) The Enactment of the POSH Act (2013) and OSHWC Code (2020)<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Sixteen years after Vishaka, Parliament enacted the POSH Act, 2013. The Act institutionalized internal dispute resolution by mandating Internal Committees (ICs) in establishments with 10 or more employees and Local Committees (LCs) at the district level for informal workers. Subsequently, the labor law simplification process consolidated 13 central laws into the Occupational Safety, Health and Working Conditions Code, 2020.<\/p>\n<h3 id=\"ilo-c190-paradigm-shift\"><span class=\"ez-toc-section\" id=\"iii_The_Paradigm_Shift_ILO_Convention_No_190\"><\/span>(iii) The Paradigm Shift: ILO Convention No. 190<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Adopted in June 2019, ILO C190 established a universal rights framework based on a fundamental premise: everyone has the right to a world of work free from violence and harassment. Unlike traditional legislation, C190 replaces narrow, physical, gender-segregated models with a unified approach covering physical, psychological, economic, and digital harm across the entire world of work.<\/p>\n<\/section>\n<section id=\"comparative-analysis-framework\">\n<h2><span class=\"ez-toc-section\" id=\"7_Comprehensive_Comparative_Analysis_Framework\"><\/span>7. Comprehensive Comparative Analysis Framework<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Understanding how different legal and international frameworks tackle workplace safety requires looking past high-level summaries and diving into the actual mechanics of how they protect workers. Below is a detailed, humanized comparative breakdown between India\u2019s POSH Act (2013), the Occupational Safety, Health and Working Conditions (OSHWC) Code (2020), and the ILO Violence and Harassment Convention (C190, 2019) across your key focus areas.<\/p>\n<h3 id=\"protected-person-scope\"><span class=\"ez-toc-section\" id=\"1_Scope_of_the_Protected_Person\"><\/span>1. Scope of the Protected Person<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>Who gets covered, and who gets left out?<\/strong><\/p>\n<table>\n<thead>\n<tr>\n<th>Framework<\/th>\n<th>Scope of Protection<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>POSH Act (2013)<\/strong><\/td>\n<td>Strictly gender-specific. It exclusively protects \u2018women\u2019\u2014whether they are full-time employees, interns, trainees, contract staff, or visitors. Men, non-binary individuals, and transgender workers fall entirely outside its protective umbrella.<\/td>\n<\/tr>\n<tr>\n<td><strong>OSHWC Code (2020)<\/strong><\/td>\n<td>Takes a gender-neutral stance regarding occupational safety and health conditions. It defines workers and employees regardless of gender, ensuring physical safety mandates apply to everyone. However, its primary lens is physical hazards and basic welfare rather than tailored protections for personal dignity.<\/td>\n<\/tr>\n<tr>\n<td><strong>ILO Convention 190 (C190)<\/strong><\/td>\n<td>Universal and fully gender-inclusive. C190 protects all individuals in the world of work, regardless of contractual status. This includes paid employees, unpaid volunteers, job applicants, individuals in training, retrenched workers, and individuals exercising the authority of an employer.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3 id=\"nature-types-harassment\"><span class=\"ez-toc-section\" id=\"2_Nature_and_Types_of_Harassment_Covered\"><\/span>2. Nature and Types of Harassment Covered<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>What acts are recognized as legal violations?<\/strong><\/p>\n<table>\n<thead>\n<tr>\n<th>Framework<\/th>\n<th>Nature and Types of Harassment Covered<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>POSH Act (2013)<\/strong><\/td>\n<td>Strictly targets \u2018sexual harassment\u2019. The law recognizes unwelcome physical contact, demands for sexual favors, sexually colored remarks, displaying pornography, and quid pro quo harassment (do this for a promotion). It does not cover general bullying, non-sexual verbal abuse, or power-based intimidation unless there is a clear sexual element.<\/td>\n<\/tr>\n<tr>\n<td><strong>OSHWC Code (2020)<\/strong><\/td>\n<td>Focuses heavily on physical safety, machinery safety, toxic chemical exposure, and operational hazards. It treats harassment indirectly as a potential breach of the employer\u2019s duty to maintain a \u2018safe working environment,\u2019 but lacks a dedicated statutory definition for psychological or interpersonal harassment.<\/td>\n<\/tr>\n<tr>\n<td><strong>ILO Convention 190 (C190)<\/strong><\/td>\n<td>Features a broad definition combining violence and harassment into a unified concept. It covers physical abuse, psychological abuse, sexual harassment, verbal abuse, economic abuse, cyber-bullying, and gender-based violence. It acknowledges that a single severe incident or a series of minor, repeated acts can constitute harassment if they cause physical, psychological, sexual, or economic harm.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3 id=\"workplace-boundaries\"><span class=\"ez-toc-section\" id=\"3_Redefining_Workplace_Boundaries\"><\/span>3. Redefining Workplace Boundaries<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>Where does the \u2018workplace\u2019 start and end?<\/strong><\/p>\n<table>\n<thead>\n<tr>\n<th>Framework<\/th>\n<th>Workplace Boundaries<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>POSH Act (2013)<\/strong><\/td>\n<td>Pioneered the concept of the \u2018extended workplace\u2019 in India. The workplace isn\u2019t just the physical office\u2014it includes employer-provided transit, off-site client meetings, official dinners, company retreats, and digital spaces like email, WhatsApp, or video calls.<\/td>\n<\/tr>\n<tr>\n<td><strong>OSHWC Code (2020)<\/strong><\/td>\n<td>Tied primarily to registered \u2018establishments\u2019, factories, docks, mines, and construction sites. While it acknowledges field work and remote duties associated with industrial roles, its enforceability heavily relies on premises where the employer maintains physical control.<\/td>\n<\/tr>\n<tr>\n<td><strong>ILO Convention 190 (C190)<\/strong><\/td>\n<td>Uses the expansive concept of the \u2018World of Work\u2019. It recognizes that work isn\u2019t confined to a physical spot.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>Coverage under ILO C190 extends to:<\/p>\n<ul>\n<li>Commutes to and from work.<\/li>\n<li>Places where workers take rest breaks, eat meals, or use sanitary\/changing facilities.<\/li>\n<li>Work-related communications, including digital channels and remote work from home.<\/li>\n<li>Accommodation provided by employers.<\/li>\n<li>Situations where domestic violence spills over into the workplace.<\/li>\n<\/ul>\n<h3 id=\"unorganized-sector\"><span class=\"ez-toc-section\" id=\"4_Application_to_the_Unorganized_Sector\"><\/span>4. Application to the Unorganized Sector<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>How realistic is protection for informal, daily-wage, and gig workers?<\/strong><\/p>\n<table>\n<thead>\n<tr>\n<th>Framework<\/th>\n<th>Application to Informal and Gig Workers<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>POSH Act (2013)<\/strong><\/td>\n<td>Intends to cover domestic workers, agricultural laborers, and street vendors. For workplaces with fewer than 10 employees where an Internal Committee (IC) isn\u2019t viable, the law mandates state governments to set up a Local Committee (LC) at the district level. In practice, however, LCs suffer from severe underfunding, lack of public awareness, and systemic bureaucratic delays, leaving millions of informal workers with minimal actual relief.<\/td>\n<\/tr>\n<tr>\n<td><strong>OSHWC Code (2020)<\/strong><\/td>\n<td>Attempted to bring unorganized workers into the fold by introducing health checks and social security integrations, but many operational rules apply primarily to establishments meeting worker count thresholds (e.g., 10 or 20 employees). Gig and platform workers often fall through statutory cracks regarding safety enforcement.<\/td>\n<\/tr>\n<tr>\n<td><strong>ILO Convention 190 (C190)<\/strong><\/td>\n<td>Mandates that ratifying states actively extend non-discrimination and anti-harassment protections to the informal economy. It recognizes that informal and gig workers face heightened power imbalances and requires tailored state intervention, awareness campaigns, and community-level redress mechanisms.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3 id=\"mental-health-psychosocial-risks\"><span class=\"ez-toc-section\" id=\"5_Recognition_of_Mental_Health_and_Psychosocial_Risks\"><\/span>5. Recognition of Mental Health and Psychosocial Risks<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><strong>Does the law address burnout, anxiety, and psychological trauma?<\/strong><\/p>\n<table>\n<thead>\n<tr>\n<th>Framework<\/th>\n<th>Mental Health and Psychosocial Risks<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>POSH Act (2013)<\/strong><\/td>\n<td>Acknowledges mental trauma primarily as a factor during the compensation phase. If harassment is proven, the Internal Committee can calculate monetary compensation based on the mental distress caused to the victim. However, it does not mandate employers to proactively audit or mitigate psychological hazards in the everyday work culture.<\/td>\n<\/tr>\n<tr>\n<td><strong>OSHWC Code (2020)<\/strong><\/td>\n<td>Centers on physical well-being\u2014air quality, lighting, sanitation, hours of work, and ventilation. It treats mental stress as a secondary byproduct rather than an independent occupational risk factor that requires systematic risk assessments.<\/td>\n<\/tr>\n<tr>\n<td><strong>ILO Convention 190 (C190)<\/strong><\/td>\n<td>Explicitly integrates \u2018psychosocial risk management\u2019. It requires employers to treat workplace stress, mental health degradation, and psychological safety with the same rigor as physical hazard management. Employers are expected to identify work organization patterns, toxic management styles, and isolation risks that trigger psychological harm.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/section>\n<section id=\"analysis-critical-statutory-gaps\">\n<h2><span class=\"ez-toc-section\" id=\"8_Analysis_Critical_Statutory_Gaps\"><\/span>8. Analysis &amp; Critical Statutory Gaps<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>This section looks at the important gaps in India\u2019s current labor laws when compared to the standards established by the International Labour Organization\u2019s Violence and Harassment Convention, 2019 (No. 190). While the Sexual Harassment of Women at Workplace (POSH) Act, 2013, and the Occupational Safety, Health and Working Conditions (OSHWC) Code, 2020 are significant legal advancements, they are still incomplete, too focused on specific issues, and not enough for today\u2019s workplace situations.<\/p>\n<h3 id=\"gender-exclusivity\"><span class=\"ez-toc-section\" id=\"1_Gender_Exclusivity_and_the_Isolation_of_Non-Female_Identities\"><\/span>1. Gender Exclusivity and the Isolation of Non-Female Identities<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The POSH Act is designed to protect only women in the workplace. In Section 2(a), it defines an \u2018aggrieved woman\u2019 based solely on biological sex or gender identity, which means that men, transgender people, non-binary individuals, and gender-queer workers do not have legal protections under this law.<\/p>\n<ul>\n<li><strong>Institutional Inequity:<\/strong> While corporate entities often adopt gender-neutral Internal Policies voluntarily, these policies lack statutory backing under the POSH Act. An Internal Committee (IC) constituted under Section 4 lacks the legal mandate to adjudicate complaints filed by non-female employees unless specifically authorized by separate service rules.<\/li>\n<li><strong>Violation of Equality Principles:<\/strong> This binary and gender-exclusive framing conflicts with the Supreme Court\u2019s decision in NALSA v. Union of India (2014), which recognized transgender identities under Article 21, as well as the mandate of ILO Convention No. 190 (Article 2), which guarantees protection to all workers regardless of gender identity.<\/li>\n<\/ul>\n<h3 id=\"narrow-construct-misconduct\"><span class=\"ez-toc-section\" id=\"2_Narrow_Construct_of_Misconduct\"><\/span>2. Narrow Construct of Misconduct<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The Omission of Non-Sexual Psychological Harassment under Section 2(n) of the POSH Act, actionable misconduct requires acts, gestures, or remarks of an explicit or implicit sexual nature. Consequently, non-sexual workplace abuse remains unaddressed under Indian civil labor law:<\/p>\n<h4 id=\"unaddressed-psychological-misconduct\"><span class=\"ez-toc-section\" id=\"Unaddressed_Psychological_Misconduct\"><\/span>Unaddressed Psychological Misconduct<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<ul>\n<li>Workplace Mobbing &amp; Targeted Ostracization<\/li>\n<li>Verbal Hostility, Abuse, and Screaming<\/li>\n<li>Microaggressions &amp; Identity-Based Bullying (Caste, Class, Sexuality)<\/li>\n<li>Deliberate Work Overload, Impossible Deadlines, and Malicious Deprivations<\/li>\n<\/ul>\n<p>ILO C190 (Article 1) defines violence and harassment as a continuum of acceptable or unacceptable behaviors that result in, or are likely to result in, <strong>physical, psychological, sexual, or economic harm<\/strong>. By limiting domestic remedies strictly to sexual misconduct, Indian law treats non-sexual psychological abuse as mere managerial friction, forcing victims to rely either on criminal law (such as IPC\/BNS provisions for criminal intimidation) or internal corporate disciplinary procedures.<\/p>\n<h3 id=\"oshwc-psychosocial-hazards\"><span class=\"ez-toc-section\" id=\"3_The_OSHWC_Code_2020_Absence_of_Psychosocial_Hazard_Frameworks\"><\/span>3. The OSHWC Code 2020: Absence of Psychosocial Hazard Frameworks<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The OSHWC Code, 2020 was enacted to consolidate thirteen legacy labor statutes governing workplace safety, health, and working conditions. However, the Code focuses primarily on physical safety, machinery maintenance, chemical exposure, and industrial accidents, neglecting psychological well-being:<\/p>\n<ul>\n<li><strong>Failure to Recognize Mental Health Hazards:<\/strong> Section 6 of the OSHWC Code outlines the general duties of employers, mandating a workplace free from physical risks. It omits requirements regarding psychosocial hazards, such as work-related stress, toxic organizational cultures, burnout, or psychological harassment.<\/li>\n<li><strong>Deficiencies in Safety Committee Mandates:<\/strong> Section 22 requires Safety Committees in designated industrial units, but limits their responsibilities to physical hazard identification, ignoring mental health risk assessments, psychological safety audits, and toxic environment evaluations.<\/li>\n<\/ul>\n<p>In contrast, ILO C190 (Article 9) explicitly requires member states to address violence and harassment within national Occupational Safety and Health (OSH) frameworks. By treating workplace harassment solely as a gender or grievance issue rather than an occupational safety concern, India\u2019s legal framework fails to establish preventive OSH mechanisms.<\/p>\n<h3 id=\"digital-remote-workplace-boundaries\"><span class=\"ez-toc-section\" id=\"4_Spatial_Disconnects_Digital_Workspaces_Remote_Work_and_Domestic_Spheres\"><\/span>4. Spatial Disconnects: Digital Workspaces, Remote Work, and Domestic Spheres<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>While Section 2(o) of the POSH Act introduced the concept of the \u2018extended workplace\u2019 (including transportation and work-related visits), it was drafted prior to the widespread shift toward remote and hybrid work models.<\/p>\n<ul>\n<li><strong>Digital and Algorithmic Harassment:<\/strong> Cyberbullying, off-hours messaging, unauthorized digital surveillance, and online harassment are not explicitly governed by statutory workplace definitions.<\/li>\n<li><strong>Workplace Boundaries:<\/strong> Article 3 of ILO C190 explicitly covers communications enabled by information and communication technologies (ICTs), domestic work locations, and employer-provided accommodations. Under Indian law, establishing jurisdiction over incidents occurring in domestic WFH settings or private digital channels remains complex and inconsistent.<\/li>\n<\/ul>\n<h3 id=\"informal-domestic-gig-sector\"><span class=\"ez-toc-section\" id=\"5_Institutional_Breakdown_in_the_Informal_Domestic_and_Gig_Sectors\"><\/span>5. Institutional Breakdown in the Informal, Domestic, and Gig Sectors<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Over 90% of India\u2019s workforce operates within the informal economy, where enforcement of labor standards faces significant structural challenges. The statutory mechanisms designed to protect these workers suffer from structural deficiencies.<\/p>\n<\/section>\n<section id=\"practical-legal-economic-challenges\">\n<h2><span class=\"ez-toc-section\" id=\"9_Practical_Legal_Economic_Challenges\"><\/span>9. Practical, Legal &amp; Economic Challenges<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>While the amendments aim to modernize workplace standards, transitioning from the existing framework to a broad, gender-neutral, and psychosocially focused regime requires navigating several real-world friction points.<\/p>\n<ol>\n<li><strong>Constitutional Tension:<\/strong>\n<p>The original POSH Act was enacted under Article 15(3) of the Constitution of India, which permits special affirmative provisions for women. Moving to a gender-neutral framework risks diluting dedicated protections designed to address historical gender power imbalances in the workplace.<\/p>\n<\/li>\n<li><strong>Evidence &amp; False Accusations:<\/strong>\n<p>Neutralizing language can lead to cross-complaints used as retaliatory tactics (e.g., a manager under inquiry for sexual harassment filing a counter-complaint of psychosocial bullying or sabotage against the complainant).<\/p>\n<\/li>\n<li><strong>Defining Psychosocial Hazards &amp; Bullying:<\/strong>\n<p>Unlike physical injury or explicit sexual misconduct, defining workplace bullying, verbal degradation, or intentional isolation involves significant subjectivity. Distinguishing legitimate performance management and tough supervisory feedback from actionable psychosocial harassment is legally complex.<\/p>\n<\/li>\n<li><strong>Traceability in the Digital World of Work:<\/strong>\n<p>Applying statutory liability to off-hours ICT communications, remote environments, and personal devices creates evidentiary challenges regarding authorization, privacy breaches, and authenticity of digital evidence.<\/p>\n<\/li>\n<li><strong>Jurisdictional Clashes:<\/strong>\n<p>Expanding the scope of the POSH framework to general violence creates overlaps with the Industrial Disputes Act, 1947 (or the Industrial Relations Code, 2020) regarding unfair labor practices, wrongful termination, and disciplinary proceedings.<\/p>\n<\/li>\n<li><strong>Criminal Law Overlap:<\/strong>\n<p>Acts amounting to severe intimidation, cyber-stalking, or physical violence already fall under the Bharatiya Nyaya Sanhita (BNS). Coordinating workplace administrative inquiries with active police investigations introduces procedural delays and potential double jeopardy arguments.<\/p>\n<\/li>\n<li><strong>Skill Deficit:<\/strong>\n<p>Internal Anti-Harassment Committees (IAHCs) composed of internal company employees rarely possess the formal psychological or legal expertise required to adjudicate complex claims of mental health harm, systemic sabotage, or domestic violence impacts.<\/p>\n<\/li>\n<li><strong>Adjudication Fatigue:<\/strong>\n<p>Expanding jurisdiction from sexual harassment to all forms of workplace interpersonal conflict, bullying, and digital harassment could flood IAHCs with claims, paralyzing internal dispute resolution systems.<\/p>\n<\/li>\n<li><strong>Boundaries of Employer Control:<\/strong>\n<p>Extending employer responsibility to cover direct commutes, home offices, digital messaging platforms, and off-site events makes monitoring compliance practical nightmarish.<\/p>\n<\/li>\n<li><strong>Privacy vs. Surveillance:<\/strong>\n<p>Employers attempting to prevent digital harassment or verify home-office safety risk breaching employee privacy rights through invasive software, keystroke logging, or monitoring of personal devices.<\/p>\n<\/li>\n<li><strong>Gig and Informal Workers:<\/strong>\n<p>Over 80\u201380% of India\u2019s workforce operates in the informal sector or platform economy. Enforcing anti-harassment standards and grievance mechanisms among gig aggregators, distributed supply chains, or domestic workers faces severe enforcement bottlenecks and low awareness levels.<\/p>\n<\/li>\n<li><strong>Operational Overhead:<\/strong>\n<p>Expanding mandatory training, conducting continuous psychosocial risk audits under the OSHWC Code, and appointing specialized mental health practitioners will significantly increase compliance costs, particularly burdening Small and Medium Enterprises (SMEs) and startups.<\/p>\n<\/li>\n<li><strong>Paid Leave Burden:<\/strong>\n<p>Granting mandatory paid domestic violence leave places direct financial liability on individual employers rather than state-funded social security systems, potentially creating an unintended disincentive against hiring vulnerable demographics.<\/p>\n<\/li>\n<li><strong>Higher Liability Insurance:<\/strong>\n<p>Expanding the legal grounds for employer liability (covering psychological injury and commuting incidents) will substantially increase corporate insurance premiums for employment practices liability.<\/p>\n<\/li>\n<li><strong>Potential for Abuse in Industrial Relations:<\/strong>\n<p>Broad definitions of workplace bullying or economic harm can be strategically leveraged by unions or employee groups during collective bargaining, wage disputes, or restructuring exercises to stall managerial decisions.<\/p>\n<\/li>\n<\/ol>\n<\/section>\n<section id=\"statutory-roadmap\">\n<h2><span class=\"ez-toc-section\" id=\"10_Statutory_Roadmap\"><\/span>10. Statutory Roadmap<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>To bring Indian labor jurisprudence into complete alignment with ILO C190, specific legislative amendments must be made to the POSH Act 2013 and the OSHWC Code 2020. Below is a detailed statutory roadmap outlining necessary edits, deletions, insertions, and corrections.<\/p>\n<h3 id=\"posh-statutory-roadmap\"><span class=\"ez-toc-section\" id=\"1_Statutory_Roadmap_for_the_POSH_Act_2013\"><\/span>1. Statutory Roadmap for the POSH Act, 2013<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h4 id=\"posh-title-preamble\"><span class=\"ez-toc-section\" id=\"Title_and_Preamble_Correction\"><\/span>Title and Preamble Correction<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><strong>Current Text:<\/strong> \u201cThe Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.\u201d<\/p>\n<p><strong>Proposed Amendment:<\/strong> Rename to The Workplace Violence and Harassment (Prevention, Prohibition and Redressal) Act.<\/p>\n<p><strong>Rationale:<\/strong> The statute must transition from a gender-exclusive instrument dealing solely with sexual harassment to an inclusive law addressing all forms of violence and harassment.<\/p>\n<h4 id=\"section-2a-protected-person\"><span class=\"ez-toc-section\" id=\"Section_2a_%E2%80%93_Redefining_the_Protected_Person\"><\/span>Section 2(a) \u2013 Redefining the Protected Person<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><strong>Current Text:<\/strong> \u201c\u2018aggrieved woman\u2019 means in relation to a workplace, a woman, of any age whether employed or not, who alleges to have been subjected to any act of sexual harassment by the respondent.\u201d<\/p>\n<p><strong>Proposed Amendment:<\/strong> Replace \u2018aggrieved woman\u2019 with \u2018aggrieved person\u2019. Define as any individual, regardless of gender or gender identity, including employees, workers, job applicants, trainees, apprentices, volunteers, and informal sector workers, who alleges having been subjected to violence or harassment in the world of work.<\/p>\n<h4 id=\"section-2n-section-3\"><span class=\"ez-toc-section\" id=\"Section_2n_and_Section_3_%E2%80%93_Expanding_Prohibited_Conduct\"><\/span>Section 2(n) and Section 3 \u2013 Expanding Prohibited Conduct<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><strong>Current Text:<\/strong> \u201cFocuses exclusively on physical, verbal, or non-verbal conduct of a sexual nature.\u201d<\/p>\n<p><strong>Proposed Insertion:<\/strong> Insert Section 2(na) defining Workplace Violence and Harassment.<\/p>\n<p><strong>Statutory Draft Term:<\/strong> Workplace violence and harassment refers to a range of unacceptable behaviors, practices, or threats thereof, whether a single occurrence or repeated, that aim at, result in, or are likely to result in physical, psychological, sexual, or economic harm. This includes workplace bullying, cyber-harassment, emotional abuse, stalking, and retaliatory hostility.<\/p>\n<h4 id=\"section-2o-world-of-work\"><span class=\"ez-toc-section\" id=\"Section_2o_%E2%80%93_Incorporating_the_World_of_Work\"><\/span>Section 2(o) \u2013 Incorporating the World of Work<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><strong>Current Text:<\/strong> \u201cDefines workplace through specific physical premises, government offices, private enterprises, and employer-provided transport.\u201d<\/p>\n<p><strong>Proposed Amendment:<\/strong> Replace workplace with world of work.<\/p>\n<p><strong>Statutory Draft Term:<\/strong> World of work encompasses physical workplaces; public and private spaces where work is performed; places where workers are paid, take rest or meal breaks, or use sanitary facilities; work-related travel, training, events, or social activities; work-related communications through information and communication technologies (ICTs); employer-provided accommodation; and commutes to and from work.<\/p>\n<h4 id=\"section-4-internal-committees\"><span class=\"ez-toc-section\" id=\"Section_4_%E2%80%93_Restructuring_Internal_Committees_IC\"><\/span>Section 4 \u2013 Restructuring Internal Committees (IC)<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><strong>Current Text:<\/strong> \u201cMandates an Internal Complaints Committee presided over by a senior woman employee.\u201d<\/p>\n<p><strong>Proposed Correction:<\/strong> Retain the requirement for gender diversity while expanding the committee\u2019s competence to adjudicate non-sexual workplace violence and psychological abuse. Mandate that at least one member possess training in occupational psychology or mental health support.<\/p>\n<h4 id=\"section-3a-domestic-violence\"><span class=\"ez-toc-section\" id=\"Insertion_of_New_Section_3A_%E2%80%93_Domestic_Violence_Protection\"><\/span>Insertion of New Section 3A \u2013 Domestic Violence Protection<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><strong>Proposed Statutory Term:<\/strong> Employers shall implement reasonable accommodations for employees suffering from domestic violence, including providing paid emergency leave, flexible working arrangements, and confidentiality safeguards to ensure their safety and continued employment.<\/p>\n<h3 id=\"oshwc-statutory-roadmap\"><span class=\"ez-toc-section\" id=\"2_Statutory_Roadmap_for_the_OSHWC_Code_2020\"><\/span>2. Statutory Roadmap for the OSHWC Code, 2020<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h4 id=\"section-2-occupational-hazard\"><span class=\"ez-toc-section\" id=\"Section_21za_%E2%80%93_Definition_of_Occupational_Hazard\"><\/span>Section 2(1)(za) \u2013 Definition of Occupational Hazard<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><strong>Current Text:<\/strong> \u201cFocuses on physical conditions, dangerous machinery, toxic chemical substances, and ergonomic factors.\u201d<\/p>\n<p><strong>Proposed Insertion:<\/strong> Amend definition to explicitly include Psychosocial Hazards.<\/p>\n<p><strong>Statutory Draft Term:<\/strong> Psychosocial hazards include factors in the design, organization, and management of work, as well as its social and environmental contexts, that can cause psychological or physical harm, including exposure to workplace violence, systemic bullying, severe stress, and chronic isolation.<\/p>\n<h4 id=\"section-6-duties-employers\"><span class=\"ez-toc-section\" id=\"Section_6_%E2%80%93_Duties_of_Employers\"><\/span>Section 6 \u2013 Duties of Employers<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><strong>Current Text:<\/strong> \u201cObligates employers to maintain a working environment that is safe and without risk to health.\u201d<\/p>\n<p><strong>Proposed Addition:<\/strong> Add Clause 6(1)(d): Every employer shall adopt and enforce a zero-tolerance policy against workplace violence and harassment, conduct periodic psychosocial risk assessments, and establish clear reporting and counseling protocols for affected workers.<\/p>\n<h4 id=\"section-23-duties-employees\"><span class=\"ez-toc-section\" id=\"Section_23_%E2%80%93_Duties_of_Employees\"><\/span>Section 23 \u2013 Duties of Employees<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><strong>Current Text:<\/strong> This section legally binds the employer to maintain a clean, safe, and hygienic work environment. It mandates that the workplace must fulfill basic human and operational standards prescribed by the Central Government.<\/p>\n<p><strong>Proposed Amendment:<\/strong> Include an explicit statutory duty requiring employees to refrain from engaging in, inciting, or abetting workplace bullying, intimidation, or harassment against co-workers, subordinates, or superiors.<\/p>\n<h4 id=\"section-34-inspector-facilitators\"><span class=\"ez-toc-section\" id=\"Section_34_%E2%80%93_Inspector-cum-Facilitators\"><\/span>Section 34 \u2013 Inspector-cum-Facilitators<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><strong>Current Text:<\/strong> This section shifts the traditional role of a strict \u201cLabor Inspector\u201d to a hybrid \u201cInspector-cum-Facilitator,\u201d blending regulatory enforcement with business guidance.<\/p>\n<p><strong>Proposed Amendment:<\/strong> Expand the supervisory scope of Inspector-cum-Facilitators. Authorize inspectors to audit organizational compliance regarding psychosocial risk policies, evaluate workplace harassment prevention measures, and review grievance logbooks during routine safety inspections.<\/p>\n<\/section>\n<section id=\"south-africa-ratification-model\">\n<h2><span class=\"ez-toc-section\" id=\"11_South_Africas_Ratification_Model_and_Legal_Adaptations\"><\/span>11. South Africa\u2019s Ratification Model and Legal Adaptations<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>South Africa implemented revolutionary changes to its labor legal framework after officially ratifying the International Labour Organization&#8217;s Convention 190 (ILO C190) on November 29, 2021. Rather than stopping at merely signing the international agreement, South Africa&#8217;s Department of Labour introduced a new substantive code on March 18, 2022, under Section 54 of its key labor legislation, the Employment Equity Act (EEA); this is known as the Code of Good Practice on the Prevention and Elimination of Harassment in the World of Work. This new code serves as an excellent example of integrating all the key provisions of C190 into the country&#8217;s domestic laws.<\/p>\n<p>The most significant feature of this legal adaptation is that it has vastly broadened the definition of violence and harassment. While older laws primarily focused on traditional forms of physical or sexual harassment, this new code encompasses all aspects, including physical, psychological, sexual, and verbal abuse. It classifies workplace bullying, mobbing (group harassment), bossing, racial harassment, and cyberbullying as legal offenses. Furthermore, South Africa has adopted a completely gender-neutral approach, ensuring equal legal protection for men, women, and workers from the transgender and LGBTQIA+ communities.<\/p>\n<p>South Africa has also revolutionized the definition of the workplace. Instead of limiting the law&#8217;s jurisdiction to the four walls of a physical office or factory, it now encompasses company-provided travel, business trips, training sessions, social gatherings, work-from-home arrangements, and digital spaces (such as emails, WhatsApp, and virtual meetings). Furthermore, this legal protection is not restricted to permanent employees; it also covers job applicants, interns, apprentices, part-time workers, laborers in the unorganized sector, and gig workers.<\/p>\n<p>The most significant aspect of South Africa&#8217;s ratification model is that it recognizes harassment and violence not merely as issues of discipline or ethics, but as a &#8216;psychosocial hazard&#8217; within the framework of Occupational Safety and Health (OSH). This imposes a &#8216;proactive&#8217; or &#8216;positive duty&#8217; on employers and companies. Instead of acting only after a complaint arises, employers are mandated to conduct prior risk assessments and formulate clear policies to prevent workplace mental stress or violence. If an employer fails to create such a safe environment, they are held directly liable under labor laws.<\/p>\n<p>Furthermore, independent bodies like the Commission for Conciliation, Mediation and Arbitration (CCMA) facilitate a simple and swift dispute resolution process, ensuring confidentiality and robust protection against exploitation for complainants and witnesses. From a research perspective, South Africa\u2019s model demonstrates that even a developing nation in the Global South can successfully adopt C190 within its socio-economic constraints. For India, this South African framework offers a precise policy blueprint for formulating a comprehensive law by harmonizing its existing POSH Act and OSHWC Code.<\/p>\n<\/section>\n<section id=\"case-study\">\n<h2><span class=\"ez-toc-section\" id=\"12_Case_Study\"><\/span>12. Case Study<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3 id=\"vishaka-state-rajasthan\"><span class=\"ez-toc-section\" id=\"Vishaka_Others_v_State_of_Rajasthan_1997\"><\/span>Vishaka &amp; Others v. State of Rajasthan (1997)<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The case of Vishaka vs. State of Rajasthan (1997) is the most significant case regarding the safety of women at the workplace in India. \u201cThis case originated from the tragic incident of the gang-rape of a social worker named &#8216;Bhanwari Devi&#8217;\u201d. [5] She was subjected to this atrocity for attempting to prevent a child marriage. Following this incident, women&#8217;s rights groups (under the banner of &#8216;Vishaka&#8217;) petitioned the Supreme Court, as there was no law in the country at the time to ensure the safety of women at the workplace.<\/p>\n<p>In its verdict, the Supreme Court stated that sexual harassment at the workplace violates women&#8217;s fundamental rights to equality (Article 14) and to live with liberty (Article 21). Due to the absence of specific legislation, the Court issued the \u2018Vishaka Guidelines&#8217; by drawing upon international conventions (CEDAW). Under these guidelines, it became mandatory for every government and private office to prevent sexual harassment. Furthermore, the Court ordered the constitution of a &#8216;Complaint Committee&#8217; at every workplace, to be headed by a woman and comprising more than 50% female members.<\/p>\n<p>This ruling was made binding until a new law could be enacted; it served as the foundation upon which the Government of India subsequently enacted the famous POSH Act in 2013.<\/p>\n<h3 id=\"apparel-export-promotion-council-ak-chopra\"><span class=\"ez-toc-section\" id=\"Apparel_Export_Promotion_Council_v_AK_Chopra_1999\"><\/span>Apparel Export Promotion Council v. A.K. Chopra (1999)<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>In Apparel Export Promotion Council v. A.K. Chopra (1999), the Supreme Court significantly expanded the understanding of harassment by establishing that actual physical contact is not a necessary precondition to constitute an offense against a worker\u2019s dignity. The case involved a senior executive who subjected a female subordinate to repeated non-physical intimidation, unwanted proximity, and coercive behavior. The Court held that actions creating a hostile, abusive, or intimidating work environment undermine fundamental rights, establishing a early judicial foundation for recognizing non-physical, psychological harm and supervisory bullying as actionable workplace misconduct.<\/p>\n<p>The concept of where workplace obligations begin and end was further clarified through the Sauer Danfoss line of judicial precedents, which formulated and refined the extended workplace doctrine. The courts determined that employer liability and statutory protections do not terminate at the physical boundaries of a primary office building. Instead, any location visited by an employee in the course of employment, including official travel, corporate events, and employer-arranged transit, falls under the legal umbrella of the workplace. This judicial broadening directly aligns with the shift toward covering digital spaces, remote work arrangements, and the broader world of work.<\/p>\n<h3 id=\"union-india-mudrika-singh\"><span class=\"ez-toc-section\" id=\"Union_of_India_v_Mudrika_Singh_2021\"><\/span>Union of India v. Mudrika Singh (2021)<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>\u201cIn Union of India v. Mudrika Singh (2021), the Supreme Court of India set aside a High Court judgment that had quashed disciplinary proceedings against a Border Security Force (BSF) official accused of sexual harassment, ruling that courts must refrain from taking a hyper-technical approach in workplace misconduct inquiries.\u201d [6] The bench emphasized that procedural technicalities should not be allowed to defeat the substantive rights of victims or invalidate domestic inquiry proceedings, particularly in cases involving sexual harassment and power imbalances at the workplace.<\/p>\n<p>The Court further observed that the right against sexual harassment is rooted in the fundamental right to life and dignity under Article 21 of the Constitution of India. It highlighted that subordinate employees face significant systemic barriers, power dynamics, and potential retaliation when reporting sexual misconduct by their superiors. Consequently, judicial review in departmental proceedings must focus on whether principles of natural justice were broadly satisfied rather than striking down actions over minor administrative or procedural irregularities.<\/p>\n<\/section>\n<section id=\"conclusion\">\n<h2><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The adoption of the International Labour Organization\u2019s Violence and Harassment Convention, 2019 (No. 190) marks a significant change in global labor rules by establishing freedom from workplace violence and harassment as a basic human right. This study critically examines India\u2019s two main laws: the Sexual Harassment of Women at Workplace Act, 2013 (POSH Act) and the Occupational Safety, Health and Working Conditions Code, 2020 (OSHWC Code), comparing them to the standards set by ILO C190. While India has made progress since the important Vishaka guidelines that created necessary protections, its current laws are still scattered, exclude certain genders, and do not adequately address today\u2019s work challenges.<\/p>\n<p>The comparison shows major gaps in domestic laws. The POSH Act focuses only on sexual behavior, leaving out non-sexual psychological abuse, mobbing, and serious bullying without civil remedies. Its protections are also gender-specific, which means male, transgender, and non-binary workers do not have access to formal complaint processes. At the same time, the OSHWC Code 2020 is outdated because it mainly looks at physical dangers while ignoring issues like psychosocial stress and unhealthy work environments. Most importantly, neither law effectively protects India\u2019s large informal workforce or gig economy workers, where local support systems like Local Committees are almost non-existent.<\/p>\n<p>To align India\u2019s laws with ILO C190, specific legal changes are needed. The POSH Act should be broadened to include both sexual and non-sexual psychological violence while still protecting women. Meanwhile, the OSHWC Code must clearly define psychosocial hazards as risks to health at work so that employers must consider mental health safety along with physical dangers. Additionally, there should be updated ways for informal and gig workers to report issues through centralized digital platforms and clear responsibilities for companies.<\/p>\n<p>As India rapidly grows economically, it is crucial to bring its labor laws in line with international human rights standards. Ratifying ILO Convention No. 190 and making these legal updates will help resolve conflicts within existing laws while ensuring constitutional rights under Articles 14, 15, and 21 are upheld. This will lead to a safe, respectful, and fair work environment for all workers.<\/p>\n<\/section>\n<section id=\"references\">\n<h2><span class=\"ez-toc-section\" id=\"References\"><\/span>References<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ol>\n<li>Apparel Export Promotion Council v. A.K. Chopra, (1999) 1 SCC 759 (India)<\/li>\n<li>International Labour Organization. (n.d.). <em>Ratifications for South Africa: Information System on International Labour Standards (NORMLEX)<\/em>. https:\/\/normlex.ilo.org<\/li>\n<li>International Labour Organization. (2019). <em>Violence and Harassment Convention, 2019 (No. 190)<\/em><\/li>\n<li>Journal of Indian Law Institute. (2024). Psychosocial risk management in the unorganized sector: Aligning domestic safety statutes with ILO C190. <em>Journal of the Indian Law Institute, 66(3)<\/em>, 285\u2013310.<\/li>\n<li>Legislative Department, Ministry of Law and Justice, Government of India. (n.d.). <em>India Code: Digital Repository of All Central and State Acts<\/em>. https:\/\/www.indiacode.nic.in<\/li>\n<li>Ministry of Labour and Employment, Government of India. (n.d.). Official Portal. https:\/\/www.labour.gov.in<\/li>\n<li>State of Punjab v. Ramdev Singh, (2004) 1 SCC 421 (India)<\/li>\n<li>Southern African Development Community Parliamentary Forum (SADC PF). (2021). <em>SADC Model Law on Gender-Based Violence<\/em>.<\/li>\n<li>The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, No. 14, Acts of Parliament, 2013 (India)<\/li>\n<li>The Occupational Safety, Health and Working Conditions Code, 2020, No. 37, Acts of Parliament, 2020 (India)<\/li>\n<li>Union of India v. Mudrika Singh, 2021 SCC OnLine SC 1173 (India)<\/li>\n<li>VinciWorks. (2026, June 29). Understanding ILO C190 and workplace harassment. https:\/\/vinciworks.com\/example<\/li>\n<li>Vishaka v. State of Rajasthan, (1997) 6 SCC 241 (India)<\/li>\n<\/ol>\n<\/section>\n<section id=\"footnotes\">\n<h2><span class=\"ez-toc-section\" id=\"Footnotes\"><\/span>Footnotes<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ol>\n<li>The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, (Act No. 14 of 2013)<\/li>\n<li>The Occupational Safety, Health and Working Conditions Code, 2020, (Act No. 37 of 2020)<\/li>\n<li>India\u2019s POSH Act in 2006: What employers and international business need to know, Vinciworks Blog (June 29, 2026)<\/li>\n<li>Psychosocial Risk Management in the Unorganized Sector: Aligning Domestic Safety Statutes with ILO C190, 66 Journal of the Indian Law Institute 285 (2024)<\/li>\n<li>Vishakha V\/s, State of Rajasthan, (1997) 6 SCC 241: AIR 1997 SC3011<\/li>\n<li>Union of India V\/s. Mudrika Singh, (2022) 16 SCC 456: 2021 SCC Online SC 1173<\/li>\n<\/ol>\n<\/section>\n\n\n<ul class=\"wp-block-yoast-seo-related-links yoast-seo-related-links\">\n<li><a href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/the-invisible-workforce-indias-migrant-workers\/\">The Invisible Workforce: India&#8217;s Migrant Workers<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/protecting-women-and-children-posh-pocso-india\/\">Protecting the Vulnerable : A comparative Analysis of the POSH Act and POCSO Act in India<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/women-lawyers-india-safety-harassment-laws\/\">Women Lawyers in India: Safety, Workplace Harassment and Legal Protection<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/workplace-sexual-harassment-law-ground-reality-vs-law\/\">Workplace Sexual Harassment Law: Ground Reality vs Law<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-indian-labour-law-minimum-wages-workers-rights\/\">ILO and Indian Labour Law: Impact on Minimum Wages and Workers\u2019 Rights<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>ILO Convention No. 190 and Workplace Violence and Harassment: A Comparative Analysis of Indian Labour Laws Abstract The International Labour Organization&#8217;s (ILO) &#8216;Violence and Harassment Convention, 2019 (No. 190)&#8217; offers a broad and gender-inclusive plan to eliminate violence and harassment in workplaces. \u201cIn India, the main laws currently in place are the Sexual Harassment of<\/p>\n","protected":false},"author":1856,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"two_page_speed":[],"_jetpack_memberships_contains_paid_content":false,"_joinchat":[],"footnotes":""},"categories":[4766],"tags":[774],"class_list":["post-33223","post","type-post","status-publish","format-standard","category-labour-law","tag-labour-law"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.4 (Yoast SEO v28.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>ILO Convention 190 and Workplace Harassment in India: POSH Act &amp; OSHWC Code - Legal Service India - Articles<\/title>\n<meta name=\"description\" content=\"ILO C190 and Indian workplace laws compared: explore POSH Act and OSHWC Code gaps, workplace harassment, psychosocial risks and legal reforms.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"ILO Convention 190 and Workplace Harassment in India: POSH Act &amp; OSHWC Code\" \/>\n<meta property=\"og:description\" content=\"ILO C190 and Indian workplace laws compared: explore POSH Act and OSHWC Code gaps, workplace harassment, psychosocial risks and legal reforms.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/\" \/>\n<meta property=\"og:site_name\" content=\"Legal Service India - Articles\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/legalservicesind\" \/>\n<meta property=\"article:published_time\" content=\"2026-09-29T15:09:49+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-09-29T15:19:40+00:00\" \/>\n<meta name=\"author\" content=\"Bhumi Rana\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@legalserviceind\" \/>\n<meta name=\"twitter:site\" content=\"@legalserviceind\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Bhumi Rana\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"27 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\\\/\"},\"author\":{\"name\":\"Bhumi Rana\",\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/#\\\/schema\\\/person\\\/b53a2598ef3e859d1464079203270fd9\"},\"headline\":\"ILO Convention 190 and Workplace Harassment in India: POSH Act &amp; OSHWC Code\",\"datePublished\":\"2026-09-29T15:09:49+00:00\",\"dateModified\":\"2026-09-29T15:19:40+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\\\/\"},\"wordCount\":6031,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/#organization\"},\"keywords\":[\"Labour Law\"],\"articleSection\":[\"Labour Law\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\\\/\",\"url\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\\\/\",\"name\":\"ILO Convention 190 and Workplace Harassment in India: POSH Act &amp; OSHWC Code - Legal Service India - Articles\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/#website\"},\"datePublished\":\"2026-09-29T15:09:49+00:00\",\"dateModified\":\"2026-09-29T15:19:40+00:00\",\"description\":\"ILO C190 and Indian workplace laws compared: explore POSH Act and OSHWC Code gaps, workplace harassment, psychosocial risks and legal reforms.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\\\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Labour Law > Workplace Violence in India: ILO C190, POSH Act and OSHWC Code Explained\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/#website\",\"url\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/\",\"name\":\"Legal Service India - Law Articles\",\"description\":\"Legal Service India - Law Article Directory is the oldest in India since 2000, with thousands of article written by lawyers, law Students and Scholars on all branches of law\",\"publisher\":{\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/#organization\",\"name\":\"Legal Service India\",\"url\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/wp-content\\\/uploads\\\/2025\\\/06\\\/logo-circle-1.png\",\"contentUrl\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/wp-content\\\/uploads\\\/2025\\\/06\\\/logo-circle-1.png\",\"width\":105,\"height\":95,\"caption\":\"Legal Service India\"},\"image\":{\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/legalservicesind\",\"https:\\\/\\\/x.com\\\/legalserviceind\",\"https:\\\/\\\/www.youtube.com\\\/@LegalServiceIndia-lsi\"]},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/#\\\/schema\\\/person\\\/b53a2598ef3e859d1464079203270fd9\",\"name\":\"Bhumi Rana\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"\\\/\\\/www.gravatar.com\\\/avatar\\\/1a2a5125a6291ef2600b3be56c1b7ae5?s=96&#038;r=g&#038;d=mm\",\"url\":\"\\\/\\\/www.gravatar.com\\\/avatar\\\/1a2a5125a6291ef2600b3be56c1b7ae5?s=96&#038;r=g&#038;d=mm\",\"contentUrl\":\"\\\/\\\/www.gravatar.com\\\/avatar\\\/1a2a5125a6291ef2600b3be56c1b7ae5?s=96&#038;r=g&#038;d=mm\",\"caption\":\"Bhumi Rana\"},\"url\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/author\\\/bhumi-rana\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"ILO Convention 190 and Workplace Harassment in India: POSH Act &amp; OSHWC Code - Legal Service India - Articles","description":"ILO C190 and Indian workplace laws compared: explore POSH Act and OSHWC Code gaps, workplace harassment, psychosocial risks and legal reforms.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/","og_locale":"en_US","og_type":"article","og_title":"ILO Convention 190 and Workplace Harassment in India: POSH Act &amp; OSHWC Code","og_description":"ILO C190 and Indian workplace laws compared: explore POSH Act and OSHWC Code gaps, workplace harassment, psychosocial risks and legal reforms.","og_url":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/","og_site_name":"Legal Service India - Articles","article_publisher":"https:\/\/www.facebook.com\/legalservicesind","article_published_time":"2026-09-29T15:09:49+00:00","article_modified_time":"2026-09-29T15:19:40+00:00","author":"Bhumi Rana","twitter_card":"summary_large_image","twitter_creator":"@legalserviceind","twitter_site":"@legalserviceind","twitter_misc":{"Written by":"Bhumi Rana","Est. reading time":"27 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#article","isPartOf":{"@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/"},"author":{"name":"Bhumi Rana","@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/#\/schema\/person\/b53a2598ef3e859d1464079203270fd9"},"headline":"ILO Convention 190 and Workplace Harassment in India: POSH Act &amp; OSHWC Code","datePublished":"2026-09-29T15:09:49+00:00","dateModified":"2026-09-29T15:19:40+00:00","mainEntityOfPage":{"@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/"},"wordCount":6031,"commentCount":0,"publisher":{"@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/#organization"},"keywords":["Labour Law"],"articleSection":["Labour Law"],"inLanguage":"en-US","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/","url":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/","name":"ILO Convention 190 and Workplace Harassment in India: POSH Act &amp; OSHWC Code - Legal Service India - Articles","isPartOf":{"@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/#website"},"datePublished":"2026-09-29T15:09:49+00:00","dateModified":"2026-09-29T15:19:40+00:00","description":"ILO C190 and Indian workplace laws compared: explore POSH Act and OSHWC Code gaps, workplace harassment, psychosocial risks and legal reforms.","breadcrumb":{"@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/ilo-convention-190-and-workplace-harassment-in-india-posh-act-oshwc-code\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/"},{"@type":"ListItem","position":2,"name":"Labour Law > Workplace Violence in India: ILO C190, POSH Act and OSHWC Code Explained"}]},{"@type":"WebSite","@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/#website","url":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/","name":"Legal Service India - Law Articles","description":"Legal Service India - Law Article Directory is the oldest in India since 2000, with thousands of article written by lawyers, law Students and Scholars on all branches of law","publisher":{"@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/#organization","name":"Legal Service India","url":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/#\/schema\/logo\/image\/","url":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-content\/uploads\/2025\/06\/logo-circle-1.png","contentUrl":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-content\/uploads\/2025\/06\/logo-circle-1.png","width":105,"height":95,"caption":"Legal Service India"},"image":{"@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/legalservicesind","https:\/\/x.com\/legalserviceind","https:\/\/www.youtube.com\/@LegalServiceIndia-lsi"]},{"@type":"Person","@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/#\/schema\/person\/b53a2598ef3e859d1464079203270fd9","name":"Bhumi Rana","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"\/\/www.gravatar.com\/avatar\/1a2a5125a6291ef2600b3be56c1b7ae5?s=96&#038;r=g&#038;d=mm","url":"\/\/www.gravatar.com\/avatar\/1a2a5125a6291ef2600b3be56c1b7ae5?s=96&#038;r=g&#038;d=mm","contentUrl":"\/\/www.gravatar.com\/avatar\/1a2a5125a6291ef2600b3be56c1b7ae5?s=96&#038;r=g&#038;d=mm","caption":"Bhumi Rana"},"url":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/author\/bhumi-rana\/"}]}},"jetpack_sharing_enabled":true,"jetpack_featured_media_url":"","_links":{"self":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/posts\/33223","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/users\/1856"}],"replies":[{"embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/comments?post=33223"}],"version-history":[{"count":3,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/posts\/33223\/revisions"}],"predecessor-version":[{"id":33287,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/posts\/33223\/revisions\/33287"}],"wp:attachment":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/media?parent=33223"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/categories?post=33223"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/tags?post=33223"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}