Chapter V - Inquiry

Section 14: Punishment for false or malicious complaint and false evidence

Permits action for malicious or knowingly false complaints and forged or misleading evidence, while expressly stating that inability to substantiate a complaint alone does not attract punishment.

Act No. 14 of 2013Authority: Internal Committee or Local Committee; employer or District OfficerData reviewed on 17 July 2026

In 2 minutes

Permits action for malicious or knowingly false complaints and forged or misleading evidence, while expressly stating that inability to substantiate a complaint alone does not attract punishment.

Statutory text

14. Punishment for false or malicious complaint and false evidence.—(1) Where the Internal Committee or the Local Committee, as the case may be, arrives at a conclusion that the allegation against the respondent is malicious or the aggrieved woman or any other person making the complaint has made the complaint knowing it to be false or the aggrieved woman or any other person making the complaint has produced any forged or misleading document, it may recommend to the employer or the District Officer, as the case may be, to take action against the woman or the person who has made the complaint under sub-section (1) or sub-section (2) of section 9, as the case may be, in accordance with the provisions of the service rules applicable to her or him or where no such service rules exist, in such manner as may be prescribed: Provided that a mere inability to substantiate a complaint or provide adequate proof need not attract action against the complainant under this section: Provided further that the malicious intent on part of the complainant shall be established after an inquiry in accordance with the procedure prescribed, before any action is recommended. (2) Where the Internal Committee or the Local Committee, as the case may be, arrives at a conclusion that during the inquiry any witness has given false evidence or produced any forged or misleading document, it may recommend to the employer of the witness or the District Officer, as the case may be, to take action in accordance with the provisions of the service rules applicable to the said witness or where no such service rules exist, in such manner as may be prescribed.

Source transcription: India Code consolidated Act PDF. Check the official source for a live matter.

Rule, authority, record and consequence map

Related Central Rule	Rule 10: Action for false or malicious complaint or false evidence
Primary authority	Internal Committee or Local Committee; employer or District Officer
Core record	Separate malice/false-evidence finding and action record
Compliance consequence	Punishing an unproved complaint without the required separate finding can be unlawful and retaliatory.

Practical example

A complaint that is not proved because evidence is insufficient is not automatically false or malicious; a separate finding of malicious intent or knowing falsity is required.

Finin2min Q&A

What should an employer or committee do first?

Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies.

What needs jurisdiction-specific checking?

State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements.

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