The Roots and Rise of Alternate Dispute Resolution: A Historical Overview


Introduction:

The rise of Alternate Dispute Resolution mechanism in resolving legal disputes is changing the legal landscape expeditiously, but have you ever thought about how the concept of Alternate Dispute Resolution emerged as a tool to resolving disputes in the legal sphere? From where does the idea emanate and how it got its present shape? Does it have a history of evolution? The answers is- Yes! Just like every other thing in this world, the Alternate Dispute Resolution system also has its own history and that too an interesting one. The present article discusses the historical journey of the same and traces its entire development, right from the earliest phase.

The History of Arbitration in India:

The history of arbitration in India dates back to the Vedic period. The information about the presence of such mechanism in ancient India is derived from the ancient texts such as the Vedas, the Smritis, sutras, the Dharmashastra and other epics. These texts provide an exhaustive account of the dispute resolution mechanism which prevailed in ancient India. For instance, Smritis provide us insights about the presence of three types of courts i.e. The Puga (a group of persons residing in the same locality but belonging to different tribes), the Kula (a body consisting of people from same caste groups) and the Srenis (consisting of Artisans and traders).

The Ancient India-

The Vedic Period- (1500 BC- 1000 BC)
The earliest Veda- The Rigveda enunciates the existence of three village assemblies for resolving disputes i.e. the Sabhas, the Samitis and the Vidhatas. These assemblies solved various disputes at the village level and looked after civil, military, family and religious affairs with a mediator known as the Madhyamasi. So, the disputes were resolved in these assemblies. People mostly prefer resolving disputes with the four walls of their house, this used to be a practice in the ancient times as well, thus this mechanism prevailed even in the past.

The Later Vedic Period- (1000 BC- 600 BC)
This period saw the emergence of the other three Vedas i.e. the Samaveda, the Yajurveda and the Atharvaveda. This period saw the importance of Kings in the administration of justice and sometimes special officers were also employed by him, known as the Assessors. Sometimes a chief justice was also involved who was known as Adhyaksha. The system was so efficiently organized that there even existed town councils and village panchayats. Officials such as Sabhapati, Gramyavadin, Athapati, etc also existed. Cases ranged from petty cases to serious ones and were resolved at different levels.

Other Developments-
Later on, the advancement of Hindu jurisprudence also took place by drawing insights from the Dharmasutras, Manusmriti etc. The period is also known as the era of Dharmashastra. Apart from the king’s court, Panchayats and Parishads were also involved in solving cases, which more or less worked upon the patterns of present day Alternate Dispute Resolution. The Brhadaranayaka Upanishad also mentions about arbitration in India.

The Medieval India-

The medieval period saw the unfolding of Mughal rule in India. Along with the advancement in other sectors, the rulers also took steps for efficient administration of justice. Several specialized officials such as the Qazi, were appointed in various parts of the territory (also known as the Qazi-ul-Quzzat). Officers such as Fauzdar and Kotwal were distinct officers who were dedicated at deciding criminal cases and were also responsible for maintaining law and order in the territory. Hakam was a specially appointed arbitrator in the territory. Not only the Mughals but even the other dynasties had dedicated legal officials for the purpose of administration of justice. E.g Nyayadhish, Mamlatdar etc.

The Modern India-

As the time passed and world became modern, complexities also increased, which gave rise to more conflicts and disputes. Though the judiciary had modernized and had become much efficient and organized as compared to the ancient and the medieval period, the system could not keep with the increasing number of cases and their disposal within a reasonable time. More over people (by their very nature) are reluctant to come to the court due to many reasons, the time factor being an important consideration. So, a need for such a mechanism was felt where cases could be disposed in time without the hustle of reaching the courts. This gave rise to the present day Alternate Dispute Resolution mechanism, with out of court settlement and speedy disposal cases being its two significant advantages.

The first arbitration law in India (after Arbitration was recognized as a dispute resolution mechanism) was the Arbitration Act of 1899, which had its application in the three presidency towns of Calcutta, Madras and Bombay. Before this, there was another act known as the Bengal Regulation of 1772 and as its extension, the Bombay Regulation Act of 1799 and Madras Regulation Act of 1802 were also passed. But still a need was felt to enact a uniform law which throughout the country which was known as the Arbitration Act of 1940. The arbitral award was granted after being scrutinized by the civil courts. The most recent legislation that we have today is the Arbitration and Conciliation Act of 1996. Several new and related legislations have also come in to meet the requirements of the current times.

Conclusion-

Thus, the evolution of ADR in India took place and today it has become a most preferred choice for people to resolve their legal disputes smartly, practically, efficiently and timely. Gradually, it has become an indispensable tool to resolve disputes in today’s world.

References-

• Manjula SR, ‘History and Development of Law of Arbitration in India’
(ResearchGate, 2022)
https://www.researchgate.net/publication/361501647_HISTORY_AND_DEVELOPMENT_OF_LAW_OF_ARBITRATION_IN_INDIA accessed 29 December 2024.

• Khurana & Khurana Article:
Khurana & Khurana IP Law Firm, ‘Evolution of Alternate Dispute Resolution – Indian Perspective’ (Khurana & Khurana, 27 February 2024)
https://www.khuranaandkhurana.com/2024/02/27/evolution-of-alternate-dispute-resolution-indian-perspective/ accessed 5 June 2025.

• Rashi Jain and Mahima Bhardwaj, ‘Evolution of Alternative Dispute Resolution in India: Laws and Practices’ (2024) 14(1) International Journal of Early Childhood Special Education (INT-JECSE)
https://www.int-jecse.net/article/EVOLUTION+OF+ALTERNATIVE+DISPUTE+RESOLUTION+IN+INDIA%253A+LAWS+AND+PRACTICES_3690/?download=true&format=pdf accessed 5 June 2025.

• Ministry of Law and Justice, Alternate Dispute Resolution in India (Department of Legal Affairs, Government of India)
https://legalaffairs.gov.in/sites/default/files/Arbitration_Mediation.pdf accessed 24 September 2024.

• Government Report – Ministry of Law and Justice (PDF):
Ministry of Law and Justice, Arbitration and Mediation: A Way Forward
(Government of India, 2021)
https://legalaffairs.gov.in/sites/default/files/Arbitration_Mediation.pdf accessed 5 June 2025

Short Bio –
Khushi Pawar is a third-year B.A. LL.B. (Hons.) student at SVKM’s NMIMS, Indore. She takes a keen interest in socio-legal issues, especially those related to environmental justice, legal aid, and public policy. With a growing passion for research and writing, she hopes to contribute to meaningful conversations that bring law closer to the needs of people.


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Sexual Harassment in Indian Educational Workplaces: Legal Framework & Institutional Reforms

Introduction

Sexual harassment is a symptom of strained personal connections. It is not only a breach of human decency, access to social welfare, and fairness guaranteed by all social systems but also a violation of the human right to life and peaceful relationships as granted by law. Although sexual harassment in educational institutions has received some publicity in cultural and legal circles over the past few decades—such as the passage of the Sexual Harassment Act of 2013—the causes and effects of sexual harassment in workplaces have received less recognition.

This article provides insight into the sexual harassment issues encountered by students and professors in Indian schools and universities. These issues significantly impact women seeking better employment opportunities and girls pursuing education in a developing economy. The focus of this article is to examine the behavior of assaulters, who may be employers or employees of academic institutions, and to explore how to resolve victims’ complaints quickly yet fairly. When a woman who has been sexually harassed speaks out against unjust treatment, the integrity and stability of the academic system can be severely harmed and polluted.

The intensity of the effects faced by young women and lecturers subjected to abuse, especially given the fiduciary relationship between the aggrieved woman and the offender during their time in educational establishments, makes this issue both relevant and important. Recognizing what constitutes sexual harassment, how to address it, and how to prevent it in educational institutions is critical for administrators, employees, students, and their families. It is long overdue for each educational establishment to design and implement an effective grievance redressal mechanism to address the problem promptly.

Legal Consequences of Sexual Harassment in India

Sexual harassment is psychologically harmful and creates an unpleasant and inefficient work environment. It is usually classified into two categories: quid pro quo and hostile work environment.

  1. Quid pro quo refers to inappropriate behaviour when a colleague, manager, or supervisor seeks physical favours in return for job-related benefits and threatens employees with severe consequences if such demands are not met.
  2. Hostile work environment occurs when a colleague, supervisor, or superior engages in physical or verbal actions that interfere with another person’s ability to work or create a workplace culture that is oppressive, aggressive, inflammatory, or embarrassing, thereby violating personal integrity.

Sexual assault has long been acknowledged as one of the most terrifying and offensive acts of abuse. The landmark case Vishaka vs. State of Rajasthan (1997) established workplace sexual harassment as a violation of human rights. The Supreme Court’s ruling laid out guidelines for implementing basic human rights for women through preventive measures, protective mechanisms, and retributive justice. It mandated that the government, public sector, and other entities establish grievance redressal mechanisms.

The court also cited the United Nations Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), adopted in 1979, and ruled that in the absence of explicit legislation, international laws could fill the gap to protect fundamental civil rights in India. Until the Vishaka ruling, India lacked specific legislation addressing sexual harassment. Provisions such as Sections 354 (outraging a woman’s modesty), 375 (rape), and 509 (intending to insult a woman’s modesty) of the Indian Penal Code, 1860, were insufficient to address and reduce instances of sexual harassment.

Sexual harassment violates a woman’s fundamental right to equality under Article 14 of the Indian Constitution and her right to liberty and dignity under Article 21, which includes the right to a harassment-free workplace. Several Supreme Court cases interpreting these articles have emphasized the right to a dignified existence guaranteed by Article 21.

It took 16 years for Indian lawmakers to enact legislation that provides a comprehensive framework for addressing complaints of sexual harassment. The law also ensures women’s rights are protected. In Bangladesh National Women Lawyers Association vs. Government of Bangladesh (2009), the Bangladesh High Court cited instances of sexual harassment of female teachers and students in educational institutions and specifically noted that the regulations from the Vishaka case could apply to academic institutions as well as workplaces.

Conclusion

Sexual harassment of women is a global issue whose severity is felt by all parties involved. To combat harassment, countries have adopted various legal strategies. With the enactment of India’s law on workplace safety for women, which includes rigorous guidelines for prevention and protection, every woman—whether a student, non-academic staff, or educator—must be safeguarded from sexual misconduct, threats of violence, and exploitation while associated with university premises. Our goal should be to create a society where every woman is free from sexual harassment and has the liberty to work in an environment free of such misconduct in any form.


Riya Majumder (CMR Law School – 5th Year )

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