Supreme Court on Section 377 IPC: the foundation of an inclusive work environment for LGBT community in India?|
On 6 September 2018, a five-judge constitution bench of the Supreme Court of India pronounced its verdict on the constitutional validity of Section 377 of the Indian Penal Code, 1860 (IPC) in the case of Navtej Singh Johar & Ors. v Union of India (Writ Petition (Criminal) No. 76 Of 2016) (Navtej Singh Case).
Explanation: Penetration is sufficient to constitute the carnal intercourse necessary to the offence described in this section”
- first by the Chief Justice of India writing for himself and A.M. Khanwilkar
- second by Justice Rohinton Nariman
- third by Justice Dhananjay Chandrachud
- fourth by Justice Indu Malhotra
While the primary effect of the Navtej Singh Case was to overrule Suresh Kumar Koushal and uphold the reading down of Section 377 by the Delhi High Court in the Naz Foundation case there are several strong observations to be found in all the 4 judgments which amount to a firm rebuke to an overbearing state which seeks to regulate consensual activities between adult citizens.
The LGBT community has historically been vulnerable to violence, harassment, discrimination, exclusion, stigmatisation and prejudice both in society at large and at the workplace. The Navtej Singh Case is a great win for the LGBT community in that homosexual acts have now been decriminalised. Employers, especially MNCs will now have the option of adopting anti-discrimination policies in line with their global norms. However, it is worth noting the Navtej Singh amounts to only decriminalisation and does not recognize ‘same sex relationships’.
As a same sex couple does not have legal recognition in the manner of a married heterosexual couple, the ability for even willing employers to provide provident fund, pension and gratuity and other benefits that cover spouses or partners of LGBT employees will have to analysed on a case by case basis. Extending such benefits to a same sex partner nominated by an employee will also depend on third party service providers such as insurers, pension and provident fund authorities etc. This includes the treatment of expatriate same sex couples who have been duly married or entered into ‘civil unions’ abroad and conflict of law questions that may arise in the context of adoption, maintenance, succession and inheritance. It is only the legally recognised relatives (such as children, parents) of LGBT employees who will be eligible for benefits. The recognition of same sex relationship as valid and having the same footing as a heterosexual marriage is likely to require an appropriate legislation which is still some years away. It will also require a great societal transformation and a more liberal and progressive outlook by the ruling dispensations. Till such time this happens, the LGBT community will continue to be at a disadvantage despite the eloquent rhetoric and strong language used by the learned Justices. As the verdict does not validate or legalise same sex relationships, further guidance by the courts and positive action by the Government of India may be helpful in clarifying the obligations and duties of businesses towards their employees.
- Ravi Kulkarni (Partner), Anshul Prakash (Partner) and Kruthi N Murthy (Associate)
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