Educational breakdowns of landmark cases every Internal Committee, HR head, and employer should know — in plain English.
The Supreme Court laid down the Vishakha Guidelines — the first binding framework for workplace sexual harassment in India, and the direct ancestor of the POSH Act, 2013. The takeaway: employer duty is not optional; it is a constitutional obligation flowing from Articles 14, 15, 19, and 21.
A pointed reminder that Internal Committee procedure — natural justice, opportunity to be heard, reasoned findings — is not a formality. Procedural lapses can unravel even substantively fair outcomes.
Courts continue to hold employers accountable for the environment they create — not merely for the incidents they investigate. Culture, tone, and prevention are part of the legal test.
The Supreme Court broadened what counts as sexual harassment — behaviour need not culminate in physical contact to attract liability. Intent, conduct, and impact all count.
A line of Kerala High Court decisions clarifying that documentation, timelines, and annual reports are not decorative — they are the difference between a defensible enquiry and a reversible one.
“Landmark cases aren't history lessons. They are the exact test your next enquiry will be measured against.Dr. Leo Gertrude David · RIACME
Client testimonial coming soon.
Client testimonial coming soon.
Client testimonial coming soon.