No one should stay quiet. No one is alone. We are all one, we are all together. #HaqSeHaqTak #CodeForPakistan #KnowYourRights #Numaind

Educate yourself. Know your rights. And when you need answers, ask Numainda, our digital tool, built to give you the information you're looking for, when you need it, not when someone else decides you're ready for it.

The institutions exist. What happens next is on us, whether we speak up, or whether we keep believing what we've been told for centuries. Silence has never protected anyone. Knowing has.

the advocates, the researchers, the institutions that keep showing up even when the work is slow and unglamorous, thank you for doing the work that makes campaigns like this one mean something beyond a hashtag. Here's what we know now. The laws exist.

This campaign was never meant to be a broadcast, it was meant to be a conversation, and you showed up for it. To every organization in civil society and government working tirelessly for women's rights, the ombudsperson offices, the legal aid networks,

We shared real case studies, real judgments, real people who fought for what was already theirs by law. To everyone who listened, who shared, who asked the uncomfortable questions, thank you.

This is where we close the chapter, not the conversation. Over the course of this campaign, we talked about inheritance rights, marriage rights, Column 18, workplace harassment, and the institutions that exist, on paper and in practice, to protect them.

and use them. If something like this has happened to you or someone you know, FOSPAH's helpline is 0344-4367367. #HaqSeHaqTak #CodeForPakistan #FOSPAH #WorkplaceRights #GenderEquality

especially when it may have been given under pressure. The system is built to look deeper than a signature. This is why we keep sharing these judgments. Real laws exist. Real institutions exist to enforce them. And the only way they work is if people actually know they're there,

lower post or lower stage in the timescale. As FOSPAH put it plainly: a safe and respectful workplace is every employee's constitutional right. This case matters for a reason many people don't realize. A forgiveness affidavit doesn't automatically close a harassment case,

FOSPAH examined the record, CCTV footage, and evidence, and held that the forgiveness affidavit was not free from pressure. The sexual harassment charge was confirmed, the appeal was rejected, and the penalty was increased back to the original major punishment, reduction to a

After the complainant later submitted an affidavit forgiving him, the penalty was reduced to a minor one, withholding a single increment for three years. The accused then filed an appeal before FOSPAH, seeking to overturn the finding entirely.

The complainant stated that he made unwelcome sexual advances, used inappropriate language, blocked her way near the washroom, offered money for sex, and attempted to touch her at the workplace. The departmental Harassment Committee found him guilty.

Case Resolved: Confirming Harassment, Even After a Forgiveness Affidavit The Federal Ombudsperson Secretariat for Protection Against Harassment (FOSPAH) issued its verdict in a case filed by a female staff member against a male colleague.

And the only way they work is if people actually know they're there, and use them. If something like this has happened to you or someone you know, FOSPAH's helpline is 0344-4367367. #HaqSeHaqTak #CodeForPakistan #FOSPAH #WorkplaceRights #GenderEquality

As FOSPAH put it plainly: equal treatment at the workplace is not a privilege, it is a constitutional right. This is why we keep sharing these judgments. Real laws exist. Real institutions exist to enforce them.

only the discriminatory condition itself was struck down. The complainant's regularization claim was left for adjudication before the High Court, where it was already pending.

In its directions, FOSPAH ordered the organization to immediately stop requiring the Non-Marriage Certificate, and directed the Establishment Division to review the government circular underlying the practice. No personal penalty or fine was imposed on any individual,

FOSPAH examined the matter and held that mandating a NonMarriage Certificate as a condition of employment constituted gender-based discrimination under the Protection Against Harassment of Women at the Workplace Act 2010, and was also found to be in violation of the Constitution

The complainant stated that she was required to submit a Non-Marriage Certificate every year to retain her job, a condition that effectively barred her from remarrying, and that her services had never been regularized despite years of employment.