What is Stalking at the workplace?

We use the word “stalking” all the time. We “stalk” our ex’s new partner on Instagram or “stalk” a brand to see when a sale starts. We have casually made it a part of our vocabulary. Using it in humorous contexts at times; this has affected our opinion of that word.

But for a huge number of women in Indian Corporate world, stalking isn’t a joke. It’s the reason they use a different route home every day and the reason they never stay late in the building alone.

When we take away the casual tone, the actual definition is much more chilling. Under the law- specifically Section 354D of the Indian Penal Code- stalking isn’t just “following someone.” It is defined as any man who:

• Follows a woman and contacts, or attempts to contact her repeatedly for personal reasons, despite a clear indication that she is not interested.
• Monitors her activity on the internet, email or any other form of electronic communication.

The Statistics

Imagine getting 70% off on your favourite products, it’s a huge, impossible to ignore number.

Now apply that same number to the workplace. A 2025 survey found that 70% of women in Indian corporate firms reported experiencing some form of harassment in just the last year. Suddenly, the numbers aren’t that exciting right? It’s devastating. This is a major chunk of the female population at the workplace living in a state of constant fear.

The Silence

When such a huge fraction of the population is facing these issues then why does it feel like we hear about it so little. The truth is, the massive amount is only half the story. There are many voices that choose to stay silent.

• The “Unresolved” Gap: Recent data shows that unresolved harassment cases in major Indian firms have almost tripled over the last few years. Women actually have to consider that if they were to make a complaint today would anything really change in the coming year.
• The Fear of Retaliation: Nearly 50% of employees admit they wouldn’t report harassment unless they could remain completely anonymous. People tend to believe that this would to put a label on them or that they may have to face “career suicide” and that fear is often stronger than them wanting justice.

Life isn’t a Movie

When we think about stalking, we often thing of a shadowed figure in a dark alley. In the professional world, it is much more subtle, and that is what makes the experience so deeply disorienting. It looks like:

• The colleague who “happens” to be at the elevator every single time you leave
• The senior who sends “friendly” WhatsApp messages at 11:00 PM that have nothing to do with work
• The person who knows your usual orders, your gym schedule, and your home address without you ever telling them.

Because these actions are often passed as “being friendly” or “being a concerned colleague,” many women stay silent. They wonder: “Am I overreacting? Will I be the ‘difficult’ one if I report this?”

Stalking in a corporate setting is uniquely dangerous because the perpetrator has legitimate proximity. A stranger on the street has no reason to be around you, the same is not applicable to colleagues. They have valid reasons to be around you; to speak to you, they have access to shared calendars to know exactly when your meetings end.

This ‘professional cover’ allows them to have the perfect cover. They hide their behaviour in plain sight. They don’t just invade your personal space but they also ruin your mental peace. Your workplace is somewhere you go to build your future, if you stay in constant state of fear or anxiety it will largely impact your work. 

Sometimes it goes as far as the family also being victimized. A case in Mumbai is the prime example of such incidents, wherein a Delhi man was rejected by a woman, which resulted in him sending her unwanted deliveries to her home, sending abusive messages and eventually harassing her father over the phone. Although the man was later arrested, the incident left a huge scar on the victim and her family.

Indian Workplace cases

Incidents like these are not imaginary, women have actually had to face them. In Gurugram, a corporate employee accused her HR manager of stalking, molesting and talking unauthorised photographs and creating a hostile work environment. This case is a prime example of how power imbalance can affect the reporting actions, and this was an HR manager behaving in such manner, what is a victim supposed to do then?

The Two Faces of Modern Stalking

Workplace stalking in 2026 isn’t random. It usually happens in two ways that overlap and merge into each other, making the victim feel like they have nowhere to hide.

1. Physical Stalking

In physical stalking the perpetrator is physically present and the invasion of personal space. It is often excused as “coincidence,” but how often it happens tells a different story. It looks like:

• The ‘Lurker’: Someone who constantly hangs around your desk, the canteen or the parking lot without a clear professional reason.
• Unwanted following: Being followed to the metro station, your car or even being followed during work-related off-site events.
• The Gift-Giver: Leaving “anonymous” or unwelcomed flowers, notes or gifts on your desk, creating an environment that makes you feel like you are being watched even when the person isn’t there.
• Online Stalking

Nowadays due to the heavy use of social media platforms the line between personal and professional lives has blurred.

• The “like” bombing: Liking or commenting on really old posts on Instagram or Facebook, that were posted on your private accounts, to let you know that they have been scrolling through your account.
• The LinkedIn “observer”: Constantly keeping track of your activity on LinkedIn or status on work apps like Teams to track when you start and end your day.
• Cyber-Intrusion: Sending non-work-related messages on WhatsApp or private DMs repeatedly, even after being ignored or asked to stop.

The Crossover Effect: What makes things even worse is when someone uses digital information (like seeing you’ve checked into a gym on social media) to show up at that location, the harassment moves from ‘annoying’ to ‘threatening.’ This makes the victim feel like the stalker is omnipresent.

The Aftermath

If you realize that you’re being stalked, here are some steps you can take immediately:

1. Break Contact

Once you have clearly indicated that you are not interested (e.g., “Please keep our communication strictly to work-related emails”), stop responding to anything else. Stalkers often see any response, even an angry one as a “win” because that means that you engaged with them.

2. Gather Evidence

In the legal and corporate world, documentation and proof is very important. Take screenshots, do not just take one. Capture the date, time and the sender’s info.

• The Incident Log: Create a digital document that is protected where you keep a track of all the “coincidental” occurrences.
• Save the files: If you receive harassing emails, do not just forward them, save the original file. This would help to track the digital footprint of the stalker.

3. Strategic Disclosure

Stalking thrives in secrecy. So, tell someone, like a trusted colleague. Ask them to accompany you to the parking lot because you have noticed someone following you.

Inform your manager: if you trust them, tell them. They can help you adjust you seating or meeting schedules to limit ‘accidental’ contact.

4.The Formal Step: Filing a POSH Complaint

In India, the Internal Committee (IC) is legally bound to protect you.

• Confidentiality: the law dictates that your identity and the details of the case must be kept anonymous.
• Interim Relief: you can ask for a transfer, a change in reporting structure, or for the stalker to be restricted from contacting you while the investigation is ongoing.
• No Retaliation: The law strictly denies the company from punishing you for filing a complaint.

5. Prioritize Your Mental Health

The “aftermath” of stalking is often PTSD or really high levels of anxiety. Even after the stalker is gone, you might still do a double take before making a turn.

• Seek help from a therapist who specializes in workplace trauma.

The Corporate Responsibility

Organizations must move from a reactive to proactive process. Don’t wait for incidents to occur, take precautions so you can avoid them.

1. The Internal Committee (IC)

Under the POSH Act, the IC isn’t just a ‘complaint box.’ It is a semi-judicial body which is responsible for ensuring:

• Gender Diversity: The head of the IC must be a woman, and at least half of the members must be women.
• External Expertise: There must be one external member (from an NGO or a legal background) to ensure that the company doesn’t take steps in the wrong direction to protect their own senior management.
• Regular Training: IC members need to be given training so that they spot “subtle” stalking signs.

• Proactive Steps

Following are some steps that companies can take to protect their employees from both physical and online stalking

• Digital Privacy: Employees should be able to hide their personal phone numbers on the company records.
• Safe Transport: Should provide monitored transportation, and women working late shifts should be provided with security.
• CCTV: Ensuring that the CCTV placement doesn’t leave a blind spot. Areas like parking lots, stairwells and dimly lit corridors should be lit appropriately.

• Anonymous Reporting

Since 50% of employees fear that their identities might be revealed, companies must provide an anonymous way to flag “creepy” behaviour before it escalates.

Conclusion

Stalking is a criminal offence and it should be treated like one. The reason the numbers are so high is because we are treating it like “nuisance” instead of a crime. It is our responsibility as citizens to ensure that we don’t let such behaviour be brushed under the carpet and take action.