Best Sexual Harassment Lawyers in Chittagong

About Sexual Harassment Law in Chittagong, Bangladesh

Sexual harassment is addressed through national legislation that applies across Bangladesh, including the city of Chittagong. The primary statute governing workplace harassment is The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2010. This Act creates duties for employers and rights for employees to prevent and redress harassment in workplaces and educational settings.

In practice, the Act covers harassment at offices, factories, banks, universities, and other organizations where someone may suffer unwelcome sexual advances, comments, or conduct that interferes with their work or dignity. When harassment occurs outside the workplace, other laws such as the Penal Code may apply depending on the nature of the conduct. Understanding the interplay between these laws helps residents of Chittagong assert protection and pursue remedies effectively.

Under the Sexual Harassment of Women at Workplace Act, employers must establish internal mechanisms to receive, investigate and resolve complaints, ensuring protection against retaliation.

Why You May Need a Lawyer

Legal counsel can clarify your rights, help gather evidence, and navigate multiple forums in Chittagong. Below are concrete, real world scenarios where you would benefit from solicitors or legal counsel specialized in sexual harassment law.

• A female employee at a garment factory in Chittagong reports repeated inappropriate jokes and advances by a supervisor. You need a lawyer to determine if the case should be handled through the Internal Complaint Committee and whether a police report is appropriate.
• A university staff member in the city of Chittagong experiences coercive conduct by a professor. You require guidance on filing with the university’s redressal mechanism and potential civil action if the matter is not resolved.
• A bank employee is subjected to comments about clothing and body image by a colleague. A lawyer can help preserve evidence, advise on sexual harassment policy compliance, and prepare a formal complaint.
• A domestic worker in a household in Chittagong faces harassment by an employer. You may need counsel to assess options under the Domestic Violence Act and to pursue remedies through appropriate authorities.
• A smaller business in Chittagong with ten or more employees must set up an Internal Complaint Committee under the SHW Act. An attorney can help draft compliant policies and advise on enforcement steps.
• You have already filed a complaint but fear retaliation or dismissal. A lawyer can help you seek protection under law and advise on next steps in both internal and potential court processes.

Local Laws Overview

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2010

This Act creates a framework to prevent sexual harassment at workplaces and to provide redress mechanisms. It requires organizations to form an Internal Complaint Committee or equivalent body to handle complaints and protect complainants from retaliation. The Act applies to both public and private sector workplaces in Bangladesh, including Chittagong.

The Act mandates a structured inquiry process and remedies that may include compensation or disciplinary action against the harasser.

Penal Code, 1860 (as it relates to harassment and insults)

In addition to the SHW Act, the Penal Code addresses acts that amount to outraging modesty or insulting a woman in public. Sections commonly cited in harassment scenarios include 354 (outraging modesty) and 509 (insult to modesty). These provisions can support criminal complaints when conduct extends beyond the employer-employee context or crosses into criminal behavior.

Penal Code provisions provide a criminal accountability pathway for harassment that occurs outside formal workplace settings.

Bangladesh Labour Act, 2006 (as amended) and workplace protections

The Labour Act and related regulations address workplace safety, worker rights, and anti harassment obligations in organizations with employees. Employers are expected to maintain safe, respectful workplaces and to implement appropriate policies and training to prevent harassment. Amendments and implementing rules increasingly emphasize the duty to address harassment proactively in places such as factories, offices and organizations in Chittagong.

Labour Act safeguards are designed to complement the SHW Act by ensuring safe and respectful workplace environments.

Frequently Asked Questions

What is considered sexual harassment at work in Bangladesh?

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that creates a hostile work environment or interferes with a person’s work or dignity.

How do I start a complaint about workplace harassment in Chittagong?

Begin by reporting to the designated Internal Complaint Committee or the relevant authority within your organization. If needed, a lawyer can help you prepare the complaint and explain your options for civil or criminal remedies.

What is the role of the Internal Complaint Committee?

The committee investigates complaints, protects the complainant from retaliation, and recommends appropriate action to the employer or authorities.

Do I need a lawyer to file a complaint?

While it is possible to file without a lawyer, a solicitor can help gather evidence, ensure proper procedural steps, and protect your legal rights throughout the process.

How much does it cost to hire a sexual harassment lawyer in Chittagong?

Costs vary by case complexity and lawyer experience. Many lawyers offer initial consultations at a reduced rate, with full representation billed hourly or on a fixed retainer basis.

How long does the process take in typical cases?

Internal committee proceedings may conclude in weeks to a few months. Criminal or civil proceedings can take several months to years depending on court calendars and case specifics.

Do I need to prove intent or specific actions to file a case?

No, in most cases you must show that conduct was unwelcome and that it created a hostile environment or violated your rights under the Act.

Is sexual harassment the same as assault or violence?

Sexual harassment can include behaviors that are insulting or coercive without physical contact; severe cases may involve assault or criminal acts that fall under the Penal Code.

Can I file under both the SHW Act and the Penal Code?

Yes, you may pursue remedies under the SHW Act for workplace related issues and under the Penal Code for criminal offenses such as outraging modesty, depending on the facts.

What if the harasser is my supervisor or a senior official?

You still have rights under the SHW Act. The employer must act, and you may pursue separate legal avenues if retaliation occurs or if internal remedies fail.

Do I need to report to police for all harassment cases?

Not all cases require police involvement. Some can be resolved through the internal committee or civil remedies, while criminal elements should be referred to law enforcement.

What is the difference between a civil remedy and a criminal charge in this context?

A civil remedy focuses on damages, injunctions, or administrative actions, while a criminal charge seeks punishment under criminal law for harmful conduct.

Additional Resources

• Department of Labour (Ministry of Labour and Employment) - Guidance on workplace rights, safety policies, and enforcement related to harassment in workplaces across Bangladesh. https://dol.gov.bd
• Ministry of Women and Children Affairs - Public information and resources on protecting women’s rights, including harassment issues and reporting channels. https://mowca.gov.bd
• Bangladesh Laws Portal - Official text of The Sexual Harassment of Women at Workplace Act, 2010 and related statutes. https://bdlaws.minlaw.gov.bd

Next Steps

1. Identify your goal and timeline. Decide whether you want internal resolution, criminal action, or both. Set a realistic timeline with your lawyer for a compliant response.
2. Find a lawyer in Chittagong who specializes in sexual harassment law or labour law. Ask for case studies and a clear fee structure during an initial consultation.
3. Gather evidence and organize documentation. Collect emails, messages, witnesses, incident dates, and any written policies from your employer.
4. Consult the employer’s Internal Complaint Committee if applicable. Your lawyer can help you draft the formal complaint and ensure proper procedural steps.
5. Consider criminal and civil avenues if necessary. Your attorney can guide you on filing with police or pursuing civil remedies for damages or injunctive relief.
6. Plan for ongoing support and protection. Ask your lawyer about protective orders, non retaliation assurances, and follow up consultations.