top of page

Workplace Sexual Harassment: Understanding Rights and Responsibilities in Singapore

  • Writer: JG Law Chambers
    JG Law Chambers
  • Dec 6, 2024
  • 1 min read

Sexual harassment in the workplace undermines dignity and equality. Singapore emphasizes zero tolerance for such misconduct, providing legal avenues and guidelines to protect employees.

Definition and Forms

  • Unwelcome Conduct: Includes verbal remarks, physical contact, or visual displays of a sexual nature.

  • Quid Pro Quo Harassment: Occurs when job benefits are conditioned on sexual favors.

  • Hostile Work Environment: A pervasive atmosphere of sexual harassment affecting work performance.

Legal Protections

  • Protection from Harassment Act (POHA): Allows victims to seek protection orders and damages.

  • Penal Code: Criminalizes acts like outrage of modesty (molestation).

Employer Obligations

  • Policy Implementation: Establish clear anti-harassment policies.

  • Reporting Channels: Provide safe and confidential mechanisms for reporting incidents.

  • Training: Educate employees on appropriate conduct and awareness.

Employee Actions

  • Document Incidents: Keep records of harassment occurrences.

  • Report: Notify supervisors or HR, or use designated reporting channels.

  • Seek Support: Access counseling services if needed.

Enforcement and Remedies

  • Internal Investigations: Employers must investigate reports promptly.

  • Disciplinary Action: Harassers may face termination or other penalties.

  • Legal Recourse: Victims can pursue civil or criminal action.

Conclusion

Creating a safe workplace is a collective responsibility. Understanding legal rights and fostering a culture of respect are key to eliminating sexual harassment in Singapore's workplaces.

 

Comments


bottom of page