Numerous cases have been brought before Indian courts, and the verdicts in the majority of these cases have encouraged women to file more complaints than they did in the past-

1) Apparel Export Promotion Council v. A.K. Chopra
In this case, the Supreme Court ruled that sexual harassment is a form of gender discrimination against women and that any attempt or act of molestation by a superior qualifies as sexual harassment.

2) Mrs. Rupan Deol Bajaj v. Kanwar Pal Singh Gill v.
The definitions of modesty and privacy have been altered as a result of this case, making it illegal to harass or interfere with a woman's personal or professional life.

3) Vishaka & others v. Rajasthan & others.
The Supreme Court established the following rules in this case, recognizing both a private injury to a specific lady and a breach of her basic rights. These rules are important because they mark sexual harassment as a distinct type of illegal conduct for the first time. Until any additional bill in this area is passed by parliament, these are applicable to all workplaces. These are-
• Every employer has a responsibility to give every female employee a sense of security.
• The government should enact strict laws and regulations that forbid sexual harassment.
• Any act of this nature should result in disciplinary actions, and criminal proceedings should also be brought against the wrongdoer.
• This complaint system should take the shape of a complaint committee, the leadership of which must be provided by a woman, and at least half of the committee members must be female in order to prevent victims from feeling embarrassed when they discuss their issues.
• A third party should participate in this complaint committee in the form of an NGO or other organization with experience in this area.
• The government must receive an annual report from this committee as part of its demand for transparency in its operations.
• Sexual harassment-related topics shouldn't be taboo in employee meetings and should be openly discussed.
• The employer or the person in charge is obligated to take the necessary and reasonable steps to provide support to the victim of sexual harassment occurs due to the act or omission of a third party.
• The organization is responsible for regularly informing female employees about their rights and the new guidelines issued and bill passed.
Employers in the private sector also need to abide by these rules; they are not just applicable to employers in the public sector.

4) Union of India v. Medha Kotwal Lele & ors. V. Union of India
This lawsuit aided Vishakha's case in successfully implementing the recommendations by notifying all states and union territories to provide the appropriate instructions.