Kerala Film Industry | Women's Safety

Hema Committee Report on Harassment and Working Conditions of Women in the Malayalam Film Industry

The Justice Hema Committee Report brought public attention to allegations and testimony concerning sexual harassment, unequal treatment, unsafe working conditions and barriers faced by women working in the Malayalam film industry. A redacted version of the report was released by the Kerala Government on 19 August 2024.

Report released: 19 August 2024 : Legal framework reviewed: 2 September 2026

Important: The report records statements, experiences and material placed before the Committee. Allegations concerning particular persons should not be treated as judicial findings of guilt. Criminal liability, where alleged, is determined through the process prescribed by law.
Download Hema Committee Report (PDF)

What the Hema Committee Report Examined

The report examined working conditions and experiences reported by women in the Malayalam film industry. The material discussed in the report includes allegations of sexual harassment, demands for sexual favours, fear of professional retaliation, online abuse, threats, lack of secure complaint mechanisms and broader concerns about power imbalances within the industry.

ഹേമ കമ്മിറ്റി റിപ്പോർട്ട് മലയാള സിനിമാ മേഖലയിലെ സ്ത്രീകൾ അഭിമുഖീകരിക്കുന്ന ലൈംഗികാതിക്രമം, തൊഴിൽസുരക്ഷ, അധികാര അസമത്വം, പ്രതികാരഭീതി, ഓൺലൈൻ ഉപദ്രവം തുടങ്ങിയ പ്രശ്നങ്ങളെക്കുറിച്ചുള്ള മൊഴികളും വിവരങ്ങളും രേഖപ്പെടുത്തുന്നു.

Key Issues Recorded in the Report

The following points summarize matters appearing in the portions of the report reproduced on this page. They are presented as findings or statements recorded by the Committee, not as findings of criminal guilt against any individual.

Fear of retaliation

Paragraph 81 records that women were reluctant to disclose experiences of sexual harassment because of fear of exclusion from work, further harassment, social-media attacks and threats affecting themselves or their families.

"Adjustment" and "compromise"

Paragraph 86 records testimony that women seeking opportunities in cinema could be told that they were expected to make "adjustments" or "compromise", expressions described in the report as referring to demands for sexual availability.

Demands linked to career opportunities

Paragraph 87 records allegations that demands for sexual favours could be made by persons occupying different roles in the industry and that women could be told such compliance was necessary for career advancement.

Confidential sharing of experiences

Paragraph 90 records that women began sharing experiences with one another through confidential communication after the formation of the Women in Cinema Collective.

Electronic material placed before Committee

Paragraph 94 refers to video clips, audio clips and screenshots of messages stated to have been produced before the Committee in support of allegations concerning demands for sexual favours in connection with opportunities in cinema.

POSH Act: Protection Against Sexual Harassment at Work

Sexual Harassment of Women at Workplace Act, 2013

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 protects women against sexual harassment at workplaces. Its definition of "workplace" expressly extends to private-sector organisations and services carrying on entertainment activities.

Sexual harassment under the Act includes unwelcome physical contact and advances, demands or requests for sexual favours, sexually coloured remarks, showing pornography and other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

The Act provides for an Internal Committee at workplaces covered by Section 4 and a Local Committee mechanism at district level, including for establishments where the statutory Local Committee route applies or where a complaint is against the employer.

Employers also have statutory duties under Section 19, including providing a safe working environment, displaying consequences of sexual harassment, conducting awareness programmes, assisting the complaint committee and helping an aggrieved woman where she chooses to initiate action under criminal law.

Current Criminal-Law Provisions

Since 1 July 2024, the Bharatiya Nyaya Sanhita, 2023 (BNS) is the principal penal law for offences committed after its commencement, subject to applicable transitional principles. Depending on the facts, conduct described as harassment may attract criminal provisions in addition to workplace remedies.

Section 75 - Sexual harassment

Section 75 covers specified acts including unwelcome and explicit sexual overtures, demands or requests for sexual favours, showing pornography against a woman's will and sexually coloured remarks.

Other offences may apply depending on facts

Other BNS provisions may become relevant where allegations involve assault or criminal force against a woman, disrobing, voyeurism, stalking, intimidation or other criminal conduct. The exact offence depends on the evidence and circumstances of each case.

If the alleged victim was below 18 years of age at the relevant time, the Protection of Children from Sexual Offences Act, 2012 may also become applicable depending on the facts. The mere existence of a broad allegation in a committee report does not by itself establish a POCSO offence against any particular person.

Kerala Women's Policy 2026 and the Hema Committee

Kerala's Women's Policy 2026 expressly states that a women-friendly environment will be ensured in the film and media sectors in line with the recommendations of the Hema Committee Report. The policy also states that Internal Committees under the POSH framework will be made mandatory in workplaces and that mechanisms to prevent violence against women and online harassment will be strengthened.

This makes the Hema Committee recommendations part of the State's continuing policy agenda for gender justice and workplace safety in the film and media sectors.

Complaint and Redressal Mechanisms

A woman facing workplace sexual harassment may use the mechanism available under the POSH Act, including the Internal Committee or Local Committee as applicable. Criminal conduct may also be reported to the police. The appropriate route depends on the nature of the conduct, the workplace structure and the relief sought.

The Ministry of Women and Child Development also provides the SHe-Box platform as an online mechanism connected with workplace sexual-harassment complaints. Women's Helpline 181 is available under Mission Shakti.

Official Legal and Government Resources

Download Hema Committee Report (PDF)

This page provides general information and summarizes portions of the Hema Committee Report together with the current statutory framework. It does not determine the truth of allegations against any individual or substitute for legal advice.