Published on 14 April 2023

发表于2023年4月14日

When figuring out what to do in response to sexual harassment, it will be handy to know the legal actions you may take.

We have laid out in this article 5 actions that you may consider:

• civil suit

• complaint to the Tribunal for Anti-Sexual Harassment [Not yet established]

• complaint to the employer under Employment Act 1955 (s 81B)

• complaint to the Director General of Labour under Employment Act 1955 (s 81D)

• police report

Civil suit

Any person who is sexually harassed may file a civil suit in court under the tort of sexual harassment to seek for the following relief against the perpetrator:

• compensation or damages (no limit)

§  General damages may be awarded for non-pecuniary/non-quantifiable loss which the law presumes to be a necessary result of the harm committed by the perpetrator, such as indignity, discomfort or inconvenience suffered.

§  Special damages may be awarded for pecuniary/quantifiable loss such as medical expenses.

§  Aggravated damages may be awarded if the circumstances could probably be called aggravating, considering the motive or conduct of the perpetrator.

• prohibitory injunction to prohibit the perpetrator from sexually harassing him/her

• statement of apology

The hearing before the court will be conducted in open court, i.e. open to public.

Complaint under Tribunal for Anti-Sexual Harassment [Not yet established]

Any person who is sexually harassed may in future lodge a complaint of sexual harassment with the Tribunal for Anti-Sexual Harassment under the Anti-Sexual Harassment Act 2022 to commence a proceedings against the perpetrator.

Nevertheless, only sexual harassment which occurs after the coming into operation of the Anti-Sexual Harassment Act 2022, i.e. 28 March 2023, can be lodged with the Tribunal, subject to limitation period of 6 years.

Disputed issues in the complaint of sexual harassment to the Tribunal shall not be the subject of proceedings between the same parties in court unless –

• the proceedings before the court were commenced before the complaint of sexual harassment was lodged with the Tribunal; [when this arises, the said disputed issues shall not be subject of proceedings before the Tribunal unless the claim of sexual harassment before the court is withdrawn or struck out]

• the complaint of sexual harassment involves any conduct constituting a crime under written law; or

• the complaint of sexual harassment before the Tribunal is withdrawn or struck out.

Generally, parties cannot be legally represented unless the complaint involves complex issues of law.

The hearing before the Tribunal shall be closed to public.

Relief which can be granted by the Tribunal are as follows:

• statement of apology

• compensation or damages not more than RM250,000.00

• order for parties to attend any programme as the Tribunal thinks necessary

There will be criminal penalty for failure to comply with the award made by the Tribunal within 30 days from the date the award is made, namely:

• where compensation or damages is ordered, a fine which is 2 times the total amount of the compensation or damages, or to imprisonment for a term not more than 2 years, or to both; or

• where no compensation or damages is ordered, a fine not more than RM10,000.00, or to imprisonment for a term not more than 2 years, or to both.

In the case of a continuing offence of non-compliance with the award, the person shall, in addition, be liable to a fine not more than RM1,000.00 for each day or part of a day during which the offence continues after the conviction.

The award of the Tribunal shall be:

• final and binding

• deemed to be an order of a court and enforceable

• can only be challenged on the ground of serious irregularities, which the High Court considers has caused substantial injustice to the applicant, namely:

§  failure of the Tribunal to deal with all the relevant issues put to it; or

§  uncertainty or ambiguity as to the effect of the award.

Complaint to the employer under Employment Act 1955 (s 81B)

An employee who is sexually harassed may lodge a complaint of sexual harassment to his/her employer under the Employment Act 1955 against his/her perpetrator.

While the Employment Act 1955 obligates an employer to inquire into the complaint, an employer may refuse to inquire by informing the complainant in writing within 30 days of receipt of the complaint of the refusal together with the reasons under the following circumstances:

• when the complaint has been inquired into previously and no sexual harassment has been proven; or

• the employer is of the opinion that the complaint is frivolous, vexatious or is not made in good faith.

If the complainant dissatisfied with the refusal of the employer, the complainant may refer the matter to the Director General of Labour, who will then review the matter and:

• if he thinks the matter should be inquired into, direct the employer to conduct an inquiry; or

• if he agrees with the employer’s refusal, inform the complainant that no further action will be taken.

In the event sexual harassment is proven, disciplinary action will normally be taken against the perpetrator.

Failure of the employer to inquire into the complaint or to inform the complainant of the refusal together with reasons is an offence punishable with a fine not more than RM50,000.00.

Complaint under Employment Act 1955 to the Director General of Labour (s 81D)

An employee who is sexually harassed may lodge a complaint of sexual harassment to the Director General of Labour under the Employment Act 1955 against his/her perpetrator.

The Director General shall –

• assess the complaint and direct the employer to inquire into such complaint, where the employer shall inquire into the complaint and submit a report of the inquiry to the Director General within 30 days from the date of such direction;

• in the event the employer is a sole proprietor:

§  inquire into such complaint himself and inform his decision to the complainant as soon as practicable

§  refuse to inquire by informing the complainant in writing within 30 days of receipt of the complaint of the refusal together with the reasons under the following circumstances：

o   when the complaint has been inquired into previously by the Director General and no sexual harassment has been proven; or

o   the Director General is of the opinion that the complaint is frivolous, vexatious or is not made in good faith.

In the event sexual harassment is proven, disciplinary action will normally be taken against the perpetrator.

Failure of the employer to inquire into the complaint upon the direction of Director General or to submit a report of inquiry to the Director General is an offence punishable with a fine not more than RM50,000.00.

Police Report

Any person who is sexually harassed may lodge a police report against the perpetrator for any offence relating to sexual harassment, upon which the police may investigate into the complaint.

If there is sufficient evidence to show that the perpetrator has a committed an offence, the perpetrator may be charged.

This article is meant to provide general information on the topic and may not apply to all jurisdictions. If you require our advice and services on sexual harassment, please do not hesitate to contact us.

在思考如何应对性骚扰时，知道您可以寻求的法律行动将派上用场。

我们在本文中列出5 项您可以考虑的行动：

• 民事诉讼

• 向反性骚扰审裁处投诉 【未成立】

• 根据《 1955 年雇佣法令》（第 81B 条）向雇主投诉

• 根据 《1955 年雇佣法令》（第 81D 条）向劳工总监投诉

• 报警

民事诉讼

任何受到性骚扰的人可以根据性骚扰侵权行为向法庭提出诉讼，向肇事者申索下列济助：

• 补偿或损害赔偿（无限制）

§  对于法律假定为肇事人侵权难免所导致的结果的非金钱或无法测量的损失，例如有损尊严、不适或不便，可判给一般损害赔偿。

§  对于金钱或可测量的损失，例如医疗费用，可判给专项损害赔偿。

§  考虑到肇事者的动机或行为，如果情况可被称为加重的，可判给加重损害赔偿。

• 禁止令，禁止肇事者对他/她进行性骚扰

• 道歉声明

聆讯将在公开法庭进行，即向公众开放。

向反性骚扰审裁处申诉 【未成立】

任何受到性骚扰的人将来可以根据《2022 年反性骚扰法令》向反性骚扰审裁处提出性骚扰申诉，以对肇事者提出诉讼。

然而，只有在 《2022 年反性骚扰法令》生效后所发生的性骚扰，即 2023 年 3 月 28 日，才能向审裁处提出，时限为 6 年。

向审裁处所提出的性骚扰申诉中的争论点不应成为相同的当事人在法庭上诉讼的问题，除非——

• 在向审裁处提出性骚扰申诉之前，法庭诉讼已经开始； 【出现这种情况时，该争议点不得成为审裁处聆讯的问题，除非在法庭提出的性骚扰诉讼已撤回或撤销】

• 性骚扰申诉涉及成文法律所构成的犯罪行为； 或

• 向审裁处提出的性骚扰申诉已撤回或撤销。

一般来说，除非申诉涉及复杂的法律争议，当事人不能有法律代表。

审裁处的聆讯不对外公开。

审裁处可判给的济助如下：

• 道歉声明

• 不超过 RM250,000.00的补偿或损害赔偿

• 命令当事人出席审裁处认为必要的任何活动

在审裁处作出判令的30天内未遵守判令将受到刑事处罚，即：

• 在判给补偿或损害赔偿的情况下，处以补偿或损害赔偿总额的2倍的罚款，或不超过2年的监禁，或两者兼施； 或

• 在没有判给补偿或损害赔偿的情况下，处以不超过 RM10,000.00 的罚款，或不超过 2 年的监禁，或两者兼施。

如属持续犯法行为的情况下不遵守判令，一经裁定犯法加处按每天或不足一天不超过 RM1,000.00 的罚款。

审裁处的判令：

• 即属最终决定并具约束力

• 被视为法院命令并可执行

• 只能以严重不当为由，即高等法院认为这对申请人已造成重大的不公正，提出异议，即：

§  审裁处未能解决所有提出的相关争议； 或

§  判令的效力存在不确定性或模糊性。

根据《 1955 年雇佣法令》（第 81B 条）向雇主投诉

受到性骚扰的雇员可以根据《 1955 年雇佣法令》向其雇主提出对肇事者的性骚扰投诉。

虽然《1955 年雇佣法令》规定雇主查询投诉，但是在下列情况下，雇主可以拒绝查询并在收到投诉的 30 天内以书面形式予投诉人拒绝通知与其理由：

• 之前已查询对投诉且未证实性骚扰； 或

• 雇主认为投诉属琐屑无聊、无理取闹或不是真诚地提出的。

如果投诉人对雇主的拒绝不满意，投诉人可以将此事转呈给劳工总监，后者将复核此事并：

• 如果他认为应该查询此事，指示雇主进行查询； 或

• 如果他同意雇主的拒绝，通知投诉人不会采取进一步行动。

如果性骚扰被证实，通常会对肇事者采取纪律处分。

雇主未能查询投诉或予投诉人拒绝通知与其原因属犯法行为，可处以不超过 RM50,000.00 的罚款。

根据 《1955 年雇佣法令》（第 81D 条）向劳工总监投诉

受到性骚扰的雇员可以根据《 1955 年雇佣法令》向劳工总监提出对肇事者的性骚扰投诉。

总监将——

• 评定投诉并指示雇主查询此投诉。雇主须在此指示之日起的 30 天内查询投诉并向总监提交报告；

• 如果雇主是独资经营者：

§  亲自查询此投诉，并在切实可行的范围内尽快将其决定通知投诉人

§  在下列情况下，拒绝查询并在收到投诉后的30天内以书面形式予投诉人拒绝通知与其理由

o   之前总监已查询投诉且未证实性骚扰； 或

o   总监认为投诉属琐屑无聊、无理取闹或不是真诚地提出的。

如果性骚扰被证实，通常会对肇事者采取纪律处分。

 雇主经总监的指示未能查询投诉或向总监提交查询报告属犯法行为，可处以不超过 RM50,000.00 的罚款。

报警

任何受到性骚扰的人可以就任何与性骚扰有关的犯法行为向警方对肇事者报案，警方可据此调查投诉。

如果有足够的证据证明肇事者有犯法行为，那么肇事者可被控告。

本文旨在提供有关该主题的一般信息，可能并不适用于所有司法管辖区。如果您需要有关性骚扰的法律意见和服务，请联系我们。