A Delhi court affirms that men can seek legal protection from sexual harassment, stating that laws ensure personal liberty and are not gender-biased. Judgment explained in detail.
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NEW DELHI: When we talk about sexual harassment and emotional coercion, the common perception is that these are issues primarily faced by women. But the Rohini Civil Court, Delhi, is changing the narrative and broadening the legal conversation around gender-neutral harassment.
In a crucial decision on July 25, 2025, the court in the matter of Mukesh Taneja vs. Nancy Verma & Anr. granted injunctive relief to a man who had been facing prolonged sexual harassment, threats, and mental distress at the hands of a woman.
Background
The plaintiff, a married man, had met the defendant at a religious ashram in 2019. According to his claim, she developed obsessive feelings for him. Despite clear refusal on his part, she allegedly persisted with emotional blackmail, public humiliation, online stalking, and unwanted sexual advances.
Despite multiple police complaints, the harassment escalated, forcing the man to seek relief from the civil court under Order XXXIX Rules 1 and 2 of the Civil Procedure Code, which allows for injunctions in cases where immediate protection is required.
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What the Court Held
The court didn’t just stop at acknowledging the man’s suffering, it acted. After examining CCTV footage, chat screenshots, and police reports, the judge concluded that the plaintiff had established a prima facie case. Citing Dalpat Kumar v. Prahlad Singh, the court held that the balance of convenience was in his favour and that failing to grant relief would cause greater injustice.
More importantly, the court emphasized that legal protection from harassment, coercion, and emotional abuse is not gender-specific. Everyone has the right to:
- Feel safe in their own home
- Disengage from unwanted sexual or emotional attention
- Live without coercion and threats
To ensure the plaintiff’s safety, the court issued a wide-ranging restraining order that barred the defendant and her husband from coming within 300 meters of the plaintiff’s residence. It further prohibited them from stalking, harassing, or attempting to contact the plaintiff or his family in any manner, whether directly, through social media, or via intermediaries. The court also made it clear that any violation of these directions would amount to contempt of court and would invite legal consequences.
Statistics Of Sexual Harassment Against Men
Sexual harassment is commonly perceived as an issue affecting women, and most laws are tailored accordingly. However, men too face such violations, often underreported due to societal stereotypes and the stigma surrounding masculinity. Male victims frequently experience shame, social ridicule, and hesitation in speaking out.
Numerous surveys and reports highlight that men, including boys and adult males, are also subjected to sexual harassment, particularly in the workplace. For example, a male intern at a Bengaluru-based tech company alleged that a female product manager harassed him after luring him under false pretenses.
The Indian National Bar Association’s 2016 survey on workplace sexual harassment, which included over 6,000 participants, found that about 22% of victims were men. Similarly, a 2007 government survey revealed that 57.3% of children reporting severe sexual abuse were boys. A recent study by the Centre for Civil Society also found that 18% of adult Indian men surveyed had been forced into sexual activity, with 16% reporting female perpetrators.
Personal accounts echo these statistics. One male crime reporter described being stalked and harassed by a woman, only to be mocked by authorities when he reported it. A female police officer dismissed his complaint with, “Ladki chhed rahi hai toh chhid jao na!” (If a girl is teasing you, enjoy it!).
These incidents underscore a critical need to recognize that sexual harassment is not gender-specific, and men, too, deserve legal and societal protection.
Legal Framework for Addressing Sexual Harassment in India: Need for Gender-Neutral Reforms
POSH Act – A Gender-Specific Law:
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the POSH Act, was enacted following the Supreme Court’s landmark Vishakha v. State of Rajasthan judgment. While the Act protects women from workplace harassment, it excludes men and LGBTQ+ individuals from its purview. The Act’s definition of an “aggrieved woman” and provisions like Section 3 focus solely on women, ignoring male and gender-diverse victims.
Indian Penal Code – A Limited Scope:
Provisions under the IPC, such as Sections 354, 509, and 376, deal with sexual offences but are largely woman-centric. Section 377, previously used to criminalize consensual same-sex relations, is the only provision that partially addresses sexual assault against men, and even this is inadequate and discriminatory. The law offers no recourse for female-on-male or LGBTQ+ harassment, creating a significant legal vacuum.
Need for Gender-Neutral Reforms:
Many countries like the UK, Denmark, and Australia have adopted gender-neutral sexual harassment laws. India lags behind despite growing evidence of male and LGBTQ+ victims. For example:
- The Indian National Bar Association’s 2016 survey revealed that 22% of workplace sexual harassment victims were men.
- A 2007 Government study showed that 57.3% of child sexual abuse victims were boys.
- Studies by the Centre for Civil Society and NISVS (US) demonstrate the mental and physical impact of harassment on male victims.
While some POSH Act provisions like Section 18 use gender-neutral language (“any person”), the core definition of “aggrieved woman” still restricts access. Courts, such as in Hiral P. Harsora v. Kusum Narottamdas Harsora, have acknowledged that respondents can be of any gender. These interpretations signal the possibility of expanding protections to all genders through amendments.
UGC Regulations – A Step Forward:
The UGC’s 2016 regulations mandate action against all forms of gender-based violence, acknowledging vulnerabilities faced by women, some men, and transgender individuals. This is one of the few formal recognitions of non-women victims in Indian workplace policies.
Challenges in Informal Sectors and Horizontal Inequality:
Over 80% of Indian women work in the informal sector, yet the POSH Act is difficult to enforce in these spaces. This horizontal inequality—discrimination within the same gender group based on identity, class, or occupation—means many women in unorganized labor remain unprotected. The Justice J.S. Verma Committee Report (2013) stressed the importance of including all working women, especially in informal sectors, under legal protection.
Balancing Gender Neutrality with Women’s Protection:
Some argue that making laws gender-neutral may dilute women’s safety provisions. However, legal protection should not be a zero-sum game. Men and LGBTQ+ individuals experience similar trauma and deserve equal access to justice. Ensuring Article 14 of the Constitution—equality before law—requires inclusive reform of both the POSH Act and the IPC.
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