Workers and employees should be able to speak up without risking livelihood, dignity, or safety

This article was written by Jenefa Jabbar and first appeared in the Dhaka Tribune on Oct. 18, 2026.

Bangladesh has taken important steps on sexual harassment at work. The Labour Act addresses aspects of the issue, and Bangladesh has ratified ILO Convention No 190 (C190) on Violence and Harassment. With the Labour rules under review, the challenge is to turn legal commitments into a coherent system that workers can trust, organisations can implement and regulators can enforce.

This is first a matter of rights. No one should have to trade dignity or safety for work. C190 recognizes the right to a world of work free from violence and harassment and calls for prevention, protection, enforcement, and remedies. It is also a productivity issue. The International Labour Organization reports that workplace sexual harassment cost the world $2.6 billion in lost productivity in 2018, alongside $0.9bn in other financial costs.

Unsafe workplaces contribute to absenteeism, turnover, and disengagement; poorly handled complaints can escalate into disputes and reputational damage. Prevention and effective response are not simply compliance costs; they are part of good governance and risk management. The business case reinforces the rights-based case; it does not replace it.

The development sector has an equal stake. Donors expect credible protection from sexual exploitation, abuse and harassment (PSEAH) systems: Safe reporting, competent investigations, non-retaliation, and support. For the government, this means giving effect to Bangladesh’s international commitments. Bangladesh ratified C190 on 20 November 2025; it enters into force for Bangladesh on 20 November 2026. Its gender-responsive approach spans prevention, enforcement, remedies, investigation, training, and social dialogue. The rules reform is an opportunity to make these principles workable.

Read the rest of the article on the Dhaka Tribune.