MANU/SC/0786/1997

Equivalent Citation: AIR1997SC 3011, 1997(2)ALD(C ri)604, 1997(2)ALT(C ri)579, 1997((2))ALT(C ri)579, 1997(5)ALT14(SC ), 1998(1)BLJR228,
1997(3)C rimes188(SC ), JT1997(7)SC 384, 2013(3)KarLJ546, 1997-2-LW(C rl)604, 1997(4)RC R(C riminal)187, RLW1997(3)SC 373,
1997(5)SC ALE453, (1997)6SC C 241, [1997]Supp3SC R404

IN THE SUPREME COURT OF INDIA

Writ Petn. (Criminal) Nos. 666-70 of 1992
Decided On: 13.08.1997
Appellants:Vishaka and Ors.
Vs.
Respondent: State of Rajasthan and Ors.
Hon'ble Judges/Coram:
J.S. Verma, C.J.I., S.V. Manohar and B.N. Kirpal, JJ.
Counsels:
For Appellant/Petitioner/Plaintiff: Fali Sam Nariman, Meenakshi Arora and Niti Dixit,
Advs
For Respondents/Defendant: T.R. Andhyarujina, Solicitor General, Mukul Mudgal,
Suvira Lal, C.V. Subba Rao, K.S. Bhati and M.K. Singh, Advs.
Case Note:
Constitution - gender justice - Articles 14 and 21 of Constitution of India
and Section 2 of Protection of Human Rights Act, 1993 - petition for
preservation and enforcement of right to gender equality and fundamental
rights of working women - Court framed various guidelines including
disciplinary action, complaint mechanism and complaints committee - Court
directed that guidelines and norms would be strictly observed in all work
places for preservation and enforcement of right to gender equality of
working women.
ORDER
J.S. Verma, C.J.I.
1. This writ petition has been filed for the enforcement of the fundamental rights of
working women under Articles 14 19 and 21 of the Constitution of India in view of
the prevailing climate in which the violation of these rights is not uncommon. With
the increasing awareness and emphasis on gender justice, there is increase in the
effort to guard against such violations; and the resentment towards incidents of
sexual harassment is also increasing. The present petition has been brought as a
class action by certain social activists and NGOs with the aim of focusing attention
towards this societal aberration, and assisting in finding suitable methods for
realisation of the true concept of 'gender equality'; and to prevent sexual harassment
of working women in all work places through judicial process, to fill the vacuum in
existing legislation.
2 . The immediate cause for the filing of this writ petition is an incident of alleged
brutal gang rape of a social worker in a village of Rajasthan. That incident is the

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 subject-matter of a separate criminal action and no further mention of it, by us, is
necessary. The incident reveals the hazards to which a working woman may be
exposed and the depravity to which sexual harassment can degenerate; and the
urgency for safeguards by an alternative mechanism in the absence of legislative
measures. In the absence of legislative measures, the need is to find an effective
alternative mechanism to fulfil this felt and urgent social need.
3 . Each such incident results in violation of" the fundamental rights of 'Gender
Equality' and the 'Right to Life and Liberty'. It is a clear violation of the rights under
Articles 14 15 and 21 of the Constitution. One of the logical consequences of such an
incident is also the violation of the victim's fundamental right under Article 19(1)(g)
'to practice any profession or to carry out any occupation, trade or business'. Such
violations, therefore, attract the remedy under Article 32 for the enforcement of these
fundamental rights of women. This class action under Article 32 of the Constitution is
for this reason. A writ of mandamus in such a situation, if it is to be effective, needs
to be accompanied by directions for prevention; as the violation of fundamental
rights of this kind is a recurring phenomenon. The fundamental right to carry on any
occupation, trade or profession depends on the availability of a "safe" working
environment. Right to life means life with dignity. The primary responsibility for
ensuring such safety and dignity through suitable legislation, and the creation of a
mechanism for its enforcement, is of the legislature and the executive. When,
however, instances of sexual harassment resulting in violation of fundamental rights
of women workers under Articles 14 19 and 21 are brought before us for redress
under Article 32, an effective redressal requires that some guidelines should be laid
down for the protection of these rights to fill the legislative vacuum.
4 . The notice of the petition was given to the State of Rajasthan and the Union of
India. The learned Solicitor General appeared for the Union of India and rendered
valuable assistance in the true spirit of a Law Officer to help us find a proper solution
to this social problem of considerable magnitude. In addition to Ms. Meenakshi Arora
and Ms. Naina Kapur who assisted the Court with full commitment. Shri Fali S.
Nariman appeared as Amicus Curiae and rendered great assistance. We place on
record our great appreciation for every counsel who appeared in the case and
rendered the needed assistance to the Court which has enabled us to deal with this
unusual matter in the manner considered appropriate for a cause of this nature.
5 . Apart from Article 32 of the Constitution of India, we may refer to some other
provisions which envisage judicial intervention for eradication of this social evil.
Some provisions in the Constitution in addition to Articles 14 19(1)(g) and 21, which
have relevance are:
Article 15:
15. Prohibition of discrimination on grounds of religion, race, caste,
sex or place of birth.-
(1) The State shall not discriminate against any citizen on
only of religion, race, caste, sex, place of birth or any of
them.
(2) xxx xxx xxx
(3) Nothing in this article shall prevent the State from
making any special provision for women and children.

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 (4) xxx xxx xxx Article 42:
42. Provision for just and humane conditions of work and
maternity relief - The State shall make provision for securing
just and humane conditions of work and for maternity relief.
Article 51A:
51 A. Fundamental duties.- It shall be the duty of every citizen of
India;-
(a) to abide by the Constitution and respect its ideals and
institutions....
xxx xxx xxx
(c) to promote harmony and the spirit of common
brotherhood amongst all the people of India transcending
religious, linguistic and regional or sectional diversities; to
renounce practices derogatory to the dignity of women;
xxx xxx xxx
6 . Before we refer to the international conventions and norms having relevance in
this field and the manner in which they assume significance in application and
judicial interpretation, we may advert to some other provisions in the Constitution
which permit such use. These provisions are:
Article 51:
51. Promotion of international peace and security.- The State shall
endeavour to-
xxx xxx xxx
(c) foster respect for international law and treaty obligations
in the dealings of organised people with one another; and
xxx xxx xxx
Article 253:
253. Legislation for giving effect to international agreements.-
Notwithstanding anything in the foregoing provisions of this Chapter,
Parliament has power to make any law for the whole or any part of
the territory of India for implementing any treaty, agreement or
convention with any other country or countries or any decision made
at any international conference, association or other body.
Seventh Schedule:
List I - Union List:
xxx xxx xxx
1 4 . Entering into treaties and agreements with foreign countries and

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 implementing of treaties, agreements and conventions with foreign countries.
xxx xxx xxx
7 . In the absence of domestic law occupying the field, to formulate effective
measures to check the evil of sexual harassment of working women at all work
places, the contents of International Conventions and norms are significant for the
purpose of interpretation of the guarantee of gender equality, right to work with
human dignity in Articles 14 15 19(1)(g) and 21 of the Constitution and the
safeguards against sexual harassment implicit therein. Any International Convention
not inconsistent with the fundamental rights and in harmony with its spirit must be
read into these provisions to enlarge the meaning and content thereof, to promote
the object of the constitutional guarantee. This is implicit from Article 51(c) and the
enabling power of the Parliament to enact laws for implementing the International
Conventions and norms by virtue of Article 253 read with Entry 14 of the Union List
in Seventh Schedule of the Constitution. Article 73 also is relevant. It provides that
the executive power of the Union shall extend to the matters with respect to which
Parliament has power to make laws. The executive power of the Union is, therefore,
available till the Parliament enacts legislation to expressly provide measures needed
to curb the evil.
8. Thus, the power of this Court under Article 32 for enforcement of the fundamental
rights and the executive power of the Union have to meet the challenge to protect the
working women from sexual harassment and to make their fundamental rights
meaningful. Governance of the society by the rule of law mandates this requirement
as a logical concomitant of the constitutional scheme. The exercise performed by the
Court in this matter is with this common perception shared with the learned Solicitor
General and other members of the Bar who rendered valuable assistance in the
performance of this difficult task in public interest.
9. The progress made at each hearing culminated in the formulation of guidelines to
which the Union of India gave its consent through the learned Solicitor General,
indicating that these should be the guidelines and norms declared by this Court to
govern the behavior of the employers and all others at the work places to curb this
social evil.
10. Gender equality includes protection from sexual harassment and right to work
with dignity, which is a universally recognised basic human right. The common
minimum requirement of this right has received global acceptance. The International
Conventions and norms are, therefore, of great significance in the formulation of the
guidelines to achieve this purpose.
1 1 . The obligation of this Court under Article 32 of the Constitution for the
enforcement of these fundamental rights in the absence of legislation must be viewed
along with the role of judiciary envisaged in the Beijing Statement of Principles of the
Independence of the Judiciary in the LAWASIA region. These principles were accepted
by the Chief Justices of the Asia and the Pacific at Beijing in 1995 as those
representing the minimum standards necessary to be observed in order to maintain
the independence and effective functioning of the judiciary. The objectives of the
judiciary mentioned in the Beijing Statement are:
Objectives of the Judiciary:
1 0 . The objectives and functions of the judiciary include the

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 following:
(a) to ensure that all persons are able to live securely under
the Rule of Law;
(b) to promote, within the proper limits of the judicial
function, the observance and the attainment of human
rights; and
(c) to administer the law impartially among persons and
between persons and the State.
1 2 . Some provisions in the 'Convention on the Elimination of All Forms of
Discrimination against Women', of significance in the present context are:
Article 11:
1 . States Parties shall take all appropriate measures to eliminate
discrimination against women in the field of employment in order to
ensure, on a basis of equality of men and women, the same rights,
in particular:
(a) The right to work as an inalienable right of all human
beings;
xxx xxx xxx
(f) The right to protection of health and to safety in working
conditions, including the safeguarding of the function of
reproduction
xxx xxx xxx
Article 24:
States Parties undertake to adopt all necessary measures at the
national level aimed at achieving the full realization of the rights
recognised in the present Convention.
13. The general recommendations of CEDAW in this context in respect of Article 11
are:
Violence and equality in employment:
22. Equality in employment can be seriously impaired when women
are subjected to gender specific violence, such as sexual harassment
in the work place.
2 3 . Sexual harassment includes such unwelcome sexually
determined behavior as physical contacts and advances, sexually
coloured remarks, showing pornography and sexual demands,
whether by words or actions. Such conduct can be humiliating and
may constitute a health and safety problem; it is discriminatory when
the woman has reasonable grounds to believe that her objection
would disadvantage her in connection with her employment,

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 including recruiting or promotion, or when it creates a hostile
working environment. Effective complaints procedures and remedies,
including compensation, should be provided.
24. States should include in their reports information about sexual
harassment, and on measures to protect women from sexual
harassment and other forms of violence of coercion in the work
place.
The Government of India has ratified the above resolution on June 25, 1993 with
some reservations which are not material in the present context. At the Fourth World
Conference on Women in Beijing, the Government of India has also made an official
commitment, inter alia, to formulate and operationalize a national policy on women
which will continuously guide and inform action at every level and in every sector; to
set up a Commission for Women's to act as a public defender of women's human
rights; to institutionalise a national level mechanism to monitor the implementation
of the Platform for Action. We have, therefore, no hesitation in placing reliance on the
above for the purpose of construing the nature and ambit of constitutional guarantee
of gender equality in our Constitution.
14. The meaning and content of the fundamental rights guaranteed in the
Constitution of India are of sufficient amplitude to encompass all the facets of gender
equality including prevention of sexual harassment or abuse. Independence of
judiciary forms a part of our constitutional scheme.
The international conventions and norms are to be read into them in the absence of
enacted domestic law occupying the field when there is no inconsistency between
them. It is now an accepted rule of judicial construction that regard must be had to
international conventions and norms for construing domestic law when there is no
inconsistency between them
and there is a void in the domestic law. The High Court of Australia in Minister for
Immigration and Ethnic Affairs v. Tech 128 ALR 353, has recognised the concept of
legitimate expectation of its observance in the absence of a contrary legislative
provision, even in the absence of a Bill of Rights in the Constitution of Australia.
15. In Nilabati Behera v. State of Orissa MANU/SC/0307/1993 : 1993CriL J2899 , a
provision in the ICCPR was referred to support the view taken that 'an enforceable
right to compensation is not alien to the concept of enforcement of a guaranteed
right', as a public law remedy under Article 32, distinct from the private law remedy
in torts. There is no reason why these international conventions and norms cannot,
therefore, be used for construing the fundamental rights expressly guaranteed in the
Constitution of India which embody the basic concept of gender equality in all
spheres of human activity.
16. In view of the above, and the absence of enacted law to provide for the effective
enforcement of the basic human right of gender equality and guarantee against
sexual harassment and abuse, more particularly against sexual harassment at work
places, we lay down the guidelines and norms specified hereinafter for due
observance at all work places or other institutions, until a legislation is enacted for
the purpose. This is done in exercise of the power available under Article 32 of the
Constitution for enforcement of the fundamental rights and it is further emphasised
that this would be treated as the law declared by this Court under Article 141 of the
Constitution.

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 The guidelines and norms pre-scribed herein are as under:
Having regard to the definition of 'human rights' in Section 2(d) of the
Protection of Human Rights Act, 1993.
Taking note of the fact that the present civil and penal laws in India do not
adequately provide for specific protection of women from sexual harassment
in work places and that enactment of such legislation will take considerable
time.
It is necessary and expedient for employers in work places as well as other
responsible persons or institutions to observe certain guidelines to ensure the
prevention of sexual harassment of women:
1 . Duty of the Employer or other responsible persons in work places and
other institutions:
It shall be the duty of the employer or other responsible persons in
work places or other institutions to prevent or deter the commission
of acts of sexual harassment and to provide the procedures for the
resolution, settlement or prosecution of acts of sexual harassment by
taking all steps required.
2. Definition:
For this purpose, sexual harassment includes such unwelcome
sexually determined behavior (whether directly or by implication) as:
a) physical contact and advances;
b) a demand or request for sexual favours;
c) sexually coloured remarks;
d) showing pornography;
e) any other unwelcome physical, verbal or non-verbal
conduct of sexual nature.
Where any of these acts is committed in circumstances whereunder
the victim of such conduct has a reasonable apprehension that in
relation to the victim's employment or work whether she is drawing
salary, or honorarium or voluntary, whether in Government, public
or private enterprise such conduct can be humiliating and may
constitute a health and safety problem. It is discriminatory for
instance when the woman has reasonable grounds to believe that her
objection would disadvantage her in connection with her
employment or work including recruiting or promotion or when it
creates a hostile work environment. Adverse consequences might be
visited if the victim does not consent to the conduct in question or
raises any objection thereto.
3. Preventive Steps:
All employers or persons in charge of work place whether in the

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 public or private sector should take appropriate steps to prevent
sexual harassment. Without prejudice to the generality of this
obligation they should take the following steps:
(a) Express prohibition of sexual harassment as defined
above at the work place should be notified, published and
circulated in appropriate ways.
(b) The Rules/Regulations of Government and Public Sector
bodies relating to conduct and discipline should include
rules/regulations prohibiting sexual harassment and provide
for appropriate penalties in such rules against the offender.
(c) As regards private employers steps should be taken to
include the aforesaid prohibitions in the standing orders
under the Industrial Employment (Standing Orders) Act,
1946.
(d) Appropriate work conditions should be provided in
respect of work, leisure, health and hygiene to further
ensure that there is no hostile environment towards women
at work places and no employee woman should have
reasonable grounds to believe that she is disadvantaged in
connection with her employment.
4. Criminal Proceedings:
Where such conduct amounts to a specific offence under the Indian
Penal Code or under any other law, the employer shall initiate
appropriate action in accordance with law by making a complaint
with the appropriate authority.
In particular, it should ensure that victims, or witnesses are not
victimized or discriminated against while dealing with complaints of
sexual harassment. The victims of sexual harassment should have
the option to seek transfer of the perpetrator or their own transfer.
5. Disciplinary Action:
Where such conduct amounts to misconduct in employment as
defined by the relevant service rules, appropriate disciplinary action
should be initiated by the employer in accordance with those rules.
6. Complaint Mechanism:
Whether or not such conduct constitutes an offence under law or a
breach of the service rules, an appropriate complaint mechanism
should be created in the employer's organization for redress of the
complaint made by the victim. Such complaint mechanism should
ensure time bound treatment of complaints.
7. Complaints Committee:
The complaint mechanism, referred to in (6) above, should be
adequate to provide, where necessary, a Complaints Committee, a

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 special counselor or other support service, including the maintenance
of confidentiality.
The Complaints Committee should be headed by a woman and not
less than half of its member should be women. Further, to prevent
the possibility of any undue pressure or influence from senior levels,
such Complaints Committee should involve a third party, either NGO
or other body who is familiar with the issue of sexual harassment.
The Complaints Committee must make an annual report to the
Government department concerned of the complaints and action
taken by them.
The employers and person in charge will also report on the
compliance with the aforesaid guidelines including on the reports of
the Complaints Committee to the Government department.
8. Workers' Initiative:
Employees should be allowed to raise issues of sexual harassment at
workers' meeting and in other appropriate forum and it should be
affirmatively discussed in Employer-Employee Meetings.
9. Awareness:
Awareness of the rights of female employees in this regard should be
created in particular by prominently notifying the guidelines (and
appropriate legislation when enacted on the subject) in a suitable
manner.
10. Third Party Harassment:
Where sexual harassment occurs as a result of an act or omission by
any third party or outsider, the employer and person in charge will
take all steps necessary and reasonable to assist the affected person
in terms of support and preventive action.
1 1 . The Central/State Governments are requested to consider adopting
suitable measures including legislation to ensure that the guidelines laid
down by this order are also observed by the employers in Private Sector.
1 2 . These guidelines will not prejudice any rights available under the
Protection of Human Rights Act, 1993.
Accordingly, we direct that the above guidelines and norms would be strictly
observed in all work places for the preservation and enforcement of the right
to gender equality of the working women. These directions would be binding
and enforceable in law until suitable legislation is enacted to occupy the
field. These Writ Petitions are disposed of, accordingly.

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