Бэлгийн дарамт

Бэлгийн дарамт

Under the Gender Equality Law, “sexual harassment” is defined as an unwelcome sexual advance made in verbal, physical and/or other forms, intimidation, threat and/or other forms of coercion that makes sexual intercourse an unavoidable option for the victim or that creates an unbearable hostile environment and/or causes damage in terms of the person’s employment, professional, economic, psychological and/or any other form of well-being. Gender based violence and sexual harassment are seen as constituting gender discrimination, which is prohibited in employment and labour relations.

In order to prevent and keep the workplace free of sexual harassment and to maintain zero tolerance of such harassment, an employer is required to take the following measures:

  • Incorporate in organization’s internal procedures specific norms for prevention of sexual harassment in a workplace and the redress of such complaints;
  • Design and conduct a training and retraining program geared toward creating a working environment free from sexual harassment, and report on its impact in a transparent manner.

An employee has the following rights and duties in promoting gender equality;


  • receive information and education and be trained on gender discrimination and sexual harassment;
  • file a complaint and testify on one’s own behalf or on behalf of a victim in a case of gender discrimination or sexual harassment;
  • Inform the employer and/or the management of the acts violating legal provisions of the Labour Law of Mongolia and to demand accountability for the perpetrator(s) and redress of the damage.


  • refrain from sexually harassing a fellow employee, client and/or a customer;
  • Duly observe norms effected for the purpose of preventing gender discrimination and sexual harassment.

Source: §4, 6, and 11 of the Mongolian Law on Promotion of Gender Equality 2011