{"id":1897,"date":"2026-04-30T21:27:36","date_gmt":"2026-04-30T13:27:36","guid":{"rendered":"https:\/\/hbchee.com\/2026\/04\/30\/mohd-ridzwan-v-asmah-2016-sexual-harassment-tort\/"},"modified":"2026-04-30T21:27:36","modified_gmt":"2026-04-30T13:27:36","slug":"mohd-ridzwan-v-asmah-2016-sexual-harassment-tort","status":"publish","type":"post","link":"https:\/\/hbchee.com\/wp\/zh\/2026\/04\/30\/mohd-ridzwan-v-asmah-2016-sexual-harassment-tort\/","title":{"rendered":"Mohd Ridzwan v Asmah [2016] 4 MLJ 282: Sexual Harassment Recognised as a Civil Tort"},"content":{"rendered":"<p><script type=\"application\/ld+json\">\n{\"@context\":\"https:\/\/schema.org\",\"@graph\":[\n{\"@type\":\"Article\",\"headline\":\"Mohd Ridzwan v Asmah [2016] 4 MLJ 282: Sexual Harassment Recognised as a Civil Tort\",\"author\":{\"@type\":\"Person\",\"name\":\"Dr Chee Hui Bing\",\"jobTitle\":\"Advocate & Solicitor\",\"worksFor\":{\"@type\":\"LegalService\",\"name\":\"Chris & Partners Advocates & Solicitors\",\"url\":\"https:\/\/hbchee.com\"}},\"datePublished\":\"2026-04-30\",\"dateModified\":\"2026-04-30\"},\n{\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"Does Mohd Ridzwan apply now that we have the Anti-Sexual Harassment Act 2022?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Yes. The 2022 Act adds a Tribunal route but does not replace the civil tort recognised in Mohd Ridzwan. Victims can choose the path that best suits their case \u2014 civil suit (damages), Tribunal (faster), or criminal complaint.\"}},{\"@type\":\"Question\",\"name\":\"Is the employer liable for harassment by a manager?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Potentially yes \u2014 under principles of vicarious liability where the harassment occurred in the course of employment, and under negligence where the employer failed to prevent reasonably foreseeable harassment.\"}},{\"@type\":\"Question\",\"name\":\"What damages are typical?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Highly fact-specific. The Federal Court in Mohd Ridzwan upheld substantial general and aggravated damages. Awards depend on severity, duration, power imbalance, and the response by the employer.\"}}]}\n]}\n<\/script><\/p>\n<article>\n<header>\n<h1>Mohd Ridzwan v Asmah [2016] 4 MLJ 282: Sexual Harassment Recognised as a Civil Tort<\/h1>\n<p class=\"byline\"><strong>By <a href=\"\/about-us\/\">Dr Chee Hui Bing<\/a>, Advocate &amp; Solicitor<\/strong> \u00b7 30 April 2026 \u00b7 Case note<\/p>\n<p class=\"lede\"><em>Mohd Ridzwan bin Abdul Razak v Asmah bt Hj Mohd Nor<\/em> [2016] 4 MLJ 282 is the landmark Federal Court decision recognising sexual harassment as a civil tort in Malaysia. Predating the <em>Anti-Sexual Harassment Act 2022<\/em>, the case opened the door to civil claims for damages by victims and remains a key authority alongside the modern statutory regime.<\/p>\n<\/header>\n<section id=\"case-info\">\n<h2>Case at a glance<\/h2>\n<ul>\n<li><strong>Case name:<\/strong> <em>Mohd Ridzwan bin Abdul Razak v Asmah bt Hj Mohd Nor<\/em><\/li>\n<li><strong>Citation:<\/strong> [2016] 4 MLJ 282<\/li>\n<li><strong>Court:<\/strong> Federal Court of Malaysia<\/li>\n<li><strong>Year:<\/strong> 2016<\/li>\n<li><strong>Practice area:<\/strong> <a href=\"\/employment-law\/\">Employment Law<\/a><\/li>\n<\/ul>\n<\/section>\n<section id=\"background\">\n<h2>Background and facts<\/h2>\n<p>The respondent, a female employee, brought a civil action against the appellant, her superior at work, alleging sexual harassment. The High Court and Court of Appeal had ruled in her favour. The matter went to the Federal Court on whether Malaysian law recognised a freestanding tort of sexual harassment.<\/p>\n<\/section>\n<section id=\"issues\">\n<h2>The issue before the court<\/h2>\n<p>Whether sexual harassment is recognised as a tort under Malaysian law, and what elements a plaintiff must establish to succeed in a civil claim for damages.<\/p>\n<\/section>\n<section id=\"holding\">\n<h2>Holding and reasoning<\/h2>\n<p>The Federal Court held that sexual harassment is a recognised tort under Malaysian law. The court drew on principles of intentional infliction of emotional distress and developed a Malaysian framework for the tort. The court awarded damages to the respondent for the harassment she had suffered.<\/p>\n<p>Key elements identified included unwelcome conduct of a sexual nature, conduct directed at the plaintiff, and harm or detriment caused to the plaintiff. The court emphasised that workplace harassment by a superior is particularly serious given the power imbalance.<\/p>\n<\/section>\n<section id=\"implications\">\n<h2>Why this case still matters<\/h2>\n<p>Mohd Ridzwan opened three legal avenues for victims, all of which now coexist:<\/p>\n<ul>\n<li><strong>Civil suit for damages<\/strong> under the <em>Mohd Ridzwan<\/em> tort \u2014 for general, aggravated, and exemplary damages.<\/li>\n<li><strong>Sexual-Harassment Tribunal<\/strong> under the <em>Anti-Sexual Harassment Act 2022<\/em> \u2014 a faster, lower-cost route established after Mohd Ridzwan.<\/li>\n<li><strong>Criminal complaint<\/strong> under sections 354 (outrage of modesty) and 509 (insulting modesty) of the <em>Penal Code<\/em> \u2014 most serious cases.<\/li>\n<li><strong>Industrial Court<\/strong> claim for unfair dismissal under section 20 of the <em>Industrial Relations Act 1967<\/em>, where the harassment forced the employee to resign or led to wrongful dismissal of a complainant.<\/li>\n<\/ul>\n<p>For employer clients, the case underlines the importance of having an active anti-harassment policy and a complaints procedure that meets the standards of the 2022 Act.<\/p>\n<\/section>\n<section id=\"faq\">\n<h2>Frequently asked questions<\/h2>\n<p><strong>Does Mohd Ridzwan apply now that we have the Anti-Sexual Harassment Act 2022?<\/strong><\/p>\n<p>Yes. The 2022 Act adds a Tribunal route but does not replace the civil tort recognised in Mohd Ridzwan. Victims can choose the path that best suits their case \u2014 civil suit (damages), Tribunal (faster), or criminal complaint.<\/p>\n<p><strong>Is the employer liable for harassment by a manager?<\/strong><\/p>\n<p>Potentially yes \u2014 under principles of vicarious liability where the harassment occurred in the course of employment, and under negligence where the employer failed to prevent reasonably foreseeable harassment.<\/p>\n<p><strong>What damages are typical?<\/strong><\/p>\n<p>Highly fact-specific. The Federal Court in Mohd Ridzwan upheld substantial general and aggravated damages. Awards depend on severity, duration, power imbalance, and the response by the employer.<\/p>\n<\/section>\n<section id=\"cta\">\n<h2>Free 30-minute consultation<\/h2>\n<p>If you have a matter that may turn on the principles in this case, we offer a free 30-minute first consultation. WhatsApp <a href=\"https:\/\/wa.me\/60177022800\">+60 17-702 2800<\/a> \u00b7 <a href=\"\/contact-us\/\" class=\"cta-button\">Book consultation<\/a><\/p>\n<\/section>\n<footer class=\"related\">\n<h2>Related<\/h2>\n<ul>\n<li><a href=\"\/employment-law\/\">Employment Law \u2014 Practice Area Hub<\/a><\/li>\n<li><a href=\"\/news-and-articles\/\">More news and articles<\/a><\/li>\n<li><a href=\"\/lawyer-batu-pahat\/\">Lawyer in Batu Pahat<\/a><\/li>\n<li><a href=\"\/lawyer-johor-bahru\/\">Lawyer in Johor Bahru<\/a><\/li>\n<li><a href=\"\/about-us\/\">About Dr Chee Hui Bing<\/a><\/li>\n<\/ul>\n<\/footer>\n<\/article>\n","protected":false},"excerpt":{"rendered":"<p>Mohd Ridzwan bin Abdul Razak v Asmah bt Hj Mohd Nor [2016] 4 MLJ 282 is the landmark Federal Court decision recognising sexual harassment as a civil tort in Malaysia. Predating the Anti-Sexual Harassm<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_glsr_average":0,"_glsr_ranking":0,"_glsr_reviews":0,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1897","post","type-post","status-publish","format-standard","hentry","category-civil-litigation"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Mohd Ridzwan v Asmah [2016] 4 MLJ 282: Sexual Harassment Recognised as a Civil Tort - Chris &amp; Partners Advocates &amp; Solicitors<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/hbchee.com\/wp\/zh\/2026\/04\/30\/mohd-ridzwan-v-asmah-2016-sexual-harassment-tort\/\" \/>\n<meta property=\"og:locale\" content=\"zh_CN\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Mohd Ridzwan v Asmah [2016] 4 MLJ 282: Sexual Harassment Recognised as a Civil Tort - Chris &amp; Partners Advocates &amp; Solicitors\" \/>\n<meta property=\"og:description\" content=\"Mohd Ridzwan bin Abdul Razak v Asmah bt Hj Mohd Nor [2016] 4 MLJ 282 is the landmark Federal Court decision recognising sexual harassment as a civil tort in Malaysia. 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