Recent data from the Federal Ombudsperson for Protection against Harassment (FOSPAH) shows a large number of workplace harassment complaints from people of different genders and regions across Pakistan.

根據聯邦反騷擾監察專員公署 (FOSPAH) 最近的數據，巴基斯坦不同性別與地區均有大量的職場騷擾投訴。

According to FOSPAH statistics, 1,290 complaints were filed over the last year, and 1,104 of these have been processed. The data shows that women filed 769 complaints, while men filed 521, which is about 40 percent of the total. Geographically, the highest number of male complainants were in Islamabad and Punjab. Similarly, the most cases filed by women were in Islamabad, followed by Punjab.

根據 FOSPAH 統計，過去一年共提交了 1,290 宗投訴，其中 1,104 宗已處理。數據顯示女性提交了 769 宗投訴，男性則提交了 521 宗，約佔總數的 40%。在地理分佈上，男性投訴人數最高的是伊斯蘭馬巴德與旁遮普省。同樣地，女性提交案件最多的也是伊斯蘭馬巴德，其次是旁遮普省。

Officials emphasize that the high number of reports in the capital is due to increased public awareness of legal options. Under the leadership of Fauzia Waqar, FOSPAH has started national campaigns to inform all employees, including transgender people, about their legal rights. Furthermore, the law has evolved; the 2010 Act was amended in 2022 to expand the definition of harassment. It now includes the creation of a hostile or abusive work environment, meaning the law protects workers from more than just sexual misconduct.

官員強調，首都的報告數量較高，是因為公眾對法律途徑的意識有所提升。在 Fauzia Waqar 的領導下，FOSPAH 已啟動全國性活動，向所有員工（包括跨性別者）告知其法律權利。此外，法律亦有所演進；2010 年的法令於 2022 年修訂，擴大了騷擾的定義。現在已將營造敵對或虐待的工作環境納入其中，這意味著法律保護勞工的範圍不僅限於性行為不端。

However, some serious problems still exist. Experts note that harassment is often underreported because of a strict hierarchy in public offices, where employees fear that their bosses will punish them for complaining. Consequently, the application of these laws is inconsistent, and some investigations are described as too superficial to be effective.

然而，仍存在一些嚴重問題。專家指出，由於公務機關有嚴格的等級制度，員工擔心舉報後會遭到上司懲罰，因此許多騷擾行為未被舉報。因此，這些法律的執行情況並不一致，部分調查被指過於流於表面，缺乏實效。

Although legal protections have grown and more people are reporting abuse, systemic issues regarding implementation and the fear of retaliation still limit the effectiveness of workplace safeguards.

雖然法律保障有所增加，舉報濫用行為的人數也增多，但執行面上的系統性問題以及對報復的恐懼，仍限制了職場保障的成效。