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The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, is the primary legislation that provides for grievance redressal for women in India. This act defines sexual harassment and lays down the procedures for filing complaints and resolving disputes related to sexual harassment in the workplace.

Under this act, every workplace with more than 10 employees is required to establish an Internal Complaints Committee (ICC) to receive and inquire into complaints of sexual harassment. The ICC is comprised of both male and female employees and is headed by a woman. The act provides that the ICC must complete its inquiry within a period of 90 days from the date of the complaint being made.

If a woman feels that she has been subjected to sexual harassment at the workplace, she can file a complaint with the ICC. The act also provides for conciliation as a means of resolving disputes, but only if the woman concerned agrees to it. If conciliation is unsuccessful or the woman does not agree to it, the ICC is required to complete its inquiry and make recommendations on the matter.

In addition to the Sexual Harassment of Women at Workplace Act, 2013, women in India also have access to other legal remedies such as the Equal Remuneration Act, 1976, which prohibits discrimination in the payment of wages based on gender, and the Indian Penal Code, which provides for penalties for acts of sexual harassment and assault.

In conclusion, women in India have several avenues for grievance redressal at the workplace, including the Internal Complaints Committee, conciliation, and legal remedies. These provisions aim to provide a safe and secure work environment for women and to ensure that they are protected from sexual harassment and discrimination.