Workplace Sexual Harassment: Understanding Rights and Responsibilities in Singapore

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.