Gender equality includes protection from sexual harassment and right to work with dignity, which is a universally recognised

basic human right. It was quoted so by J. S. Verma in the revolutionary judgement of Vishaka vs State Of Rajasthan. That judgment was the initial leap in providing a safe work environment for women. The court not only considered the fundamental rights but also gave importance to the human rights through the guidance of international conventions to which our country is a signatory. The court gave significant guidelines for the protection of women in the work place and also provided a mechanism to redress grievances on this issue. These guidelines were mandatory to all the employers until the introduction of a new law on this issue by the legislature. This, after 16years led to the emergence of a new law for protecting and providing gender justice for women in the work environment. The sexual harassment of women at work place (Preventions, prohibition and rederessal) Act, 2013 has been made effective on April 23, 2013. The object of this act is to curb the illegal atrocities of sexual harassment which usually take place in the work routine of a woman. Such acts of sexual harassment does not just violate the right to equality of a woman but also various other fundamental rights such as the right to live in dignity and also the right to practice or to carry out any occupation, trade or business under Article 19(1)(g) of the Constitution. The word Sexual Harassment had been clearly defined by the Act and includes any unwelcome sexually determined behaviour (whether directly or by implication) such as physical contact and advances, demand or request for sexual favours, sexually coloured remarks, showing pornography, or any other unwelcome physical verbal or nonverbal conduct of sexual nature. The act also tries to eliminate the threat or intimidation on the employment of the victim and also on the health and safety of the victim from such activities. This act not only protects the women working in the organized sector but also applies to the unorganized sector. A provision for a systematic redressal was given

thorough Internal Complaints Committee (ICC) at each office or branch, of an organization employing at least 10 employees and Local Complaints Committees (LCC) at the district level(to be set up by the government) to investigate complaints regarding sexual harassment. At least 50 percent of the nominated members in any Internal or Local Committee must be women. The obligations of the employer under the act include providing a safe work environment for women, bringing about awareness among the employees and also to undertake proceedings under misconduct for such acts. The act moreover penalizes the employer on any violation of his obligations under this act.

Though a delayed initiation, this act will have a significant impact on the safety and wellbeing of women in their work environment. By creating a direct responsibility on the employer this act tries bring about protection for women from both the government as well as the employer.