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Quick Revision Table
| Section | Provision | Key Point |
|---|---|---|
| Section 2(a) | Aggrieved Woman | Any woman, any age, employed or not, including domestic workers |
| Section 2(f) | Employee | Regular, contractual, temporary, ad hoc, domestic worker, intern |
| Section 2(n) | Sexual Harassment | 5 forms: physical, demand, remarks, pornography, non-verbal + implied promises |
| Section 2(o) | Workplace | Any place visited during employment — includes employer transport, off-site |
| Section 4 | ICC | ≥10 employees; senior woman presides; external NGO member mandatory; ≥half women |
| Section 5 | ICC Vacancies | Employer must fill; ICC functions validly during vacancy |
| Section 6 | LCC | District Officer constitutes; <10 employees or vs employer |
| Section 7 | LCC Composition | Eminent social work woman; block-level women officer; SC/ST/OBC NGO member |
| Section 9 | Complaint | Written; 3 months (extendable to 6); 6 copies; assistance if incapacitated |
| Section 10 | Conciliation | At aggrieved woman's request; monetary alone insufficient |
| Section 11 | Inquiry | CPC Civil Court powers; 60 days; confidential; support person (not lawyer) |
| Section 12 | Interim Relief | Transfer, extra leave (3 months), restrict supervision during inquiry |
| Section 13 | Recommendations | Service action OR salary deduction for compensation |
| Section 15 | Compensation | Considers trauma, career loss, medical cost, financial status |
| Section 16 | Confidentiality | Identity, complaint, findings — all confidential; ₹5,000 for breach |
| Section 19 | Employer Duties | Safe environment, display, workshops, ICC facilities, service rules |
| Section 21 | Annual Report | ICC → employer + District Officer; each calendar year |
| Section 26 | Penalty | ₹50,000 first violation; doubled + licence cancellation on repeat |