FOSPAH rules in favour of female journalists, slams ‘discriminatory’ shifts

ISLAMABAD: The Federal Ombudsperson Secretariat for Protection Against Harassment (FOSPAH) has ruled against a leading Urdu daily for forcing five senior female journalists to work during night shifts without justification or safety provisions, in what the watchdog has termed a clear case of gender-based discrimination disguised as administrative changes.

The complainants, with over 18 years of service, had challenged the management’s abrupt decision to move them from day to night duty without written orders, while denying them safe transportation. The women argued that the shift change, coupled with the lack of basic facilities, fostered a hostile work environment.

During proceedings, the newspaper’s management defended the move as an “administrative prerogative,” claiming the matter fell outside the scope of the Protection Against Harassment of Women at the Workplace Act, 2010. However, FOSPAH found the organisation in violation of Section 45(b) of the Factories Act, 1934, which bars women from working beyond 10:00 pm and mandates safe transport if duties extend past 7:00 pm.

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The daily’s representative in the court also admitted to providing no transport facilities and even dismissed any legal obligation to ensure the women’s safety. One respondent stated it was “not his responsibility” to worry about how the complainants returned home at 2:00 am.

FOSPAH condemned this “indifferent and prejudicial mindset,” ruling that:

• The newspaper must immediately arrange secure night-time transport for affected employees.
• Female staff cannot be assigned work past 10:00 pm under any circumstances.
• The two accused officials must pay PKR 25,000 each to all five complainants (totaling PKR125,000 per accused) as compensation under harassment laws.

The verdict throws light upon how systemic discrimination is often hidden behind “routine” policy changes.

By penalising the newspaper’s disregard for women’s safety, FOSPAH aims to set a precedent against exploitative administrative practices, reinforcing that employers cannot use operational discretion to create difficulties for female employees.