BENGALURU: An HR manager working for a beverage services company at Kempegowda International Airport (KIA) has been booked by the police following a complaint of alleged sexual harassment by a 26-year-old female employee. The case concerns allegations of inappropriate conduct by the manager, identified as Nelson, and is being investigated by airport police.
According to a report published by Deccan Herald on October 10, 2026, the complainant joined HMS Host Services Pvt Ltd in May as a Guest Service Associate. She alleged that the harassment began on September 24 and included attempts to control her behaviour at work and an incident in which the manager allegedly exposed himself.
The complaint has prompted a police investigation into the allegations. Authorities have reportedly issued a notice to the accused as part of the inquiry. The allegations have not been established in court, and the investigation is ongoing.
Employee alleges harassment at workplace
According to the complaint, the woman began experiencing alleged harassment from Nelson, who worked as an HR manager at the beverage services company operating at Bengaluru airport.
The employee alleged that the manager checked her mobile phone and restricted her freedom to speak. She also claimed that he pressured her to show him a tattoo on her chest.
The complaint further alleged that an incident took place on September 30 when the manager exposed himself in a room. The woman subsequently approached the police and reported the alleged conduct.
The allegations have raised concerns about workplace boundaries, the conduct expected of employees in positions of authority and the mechanisms available to workers who experience harassment.
As the matter is under investigation, the details of the complaint should be distinguished from findings that may emerge from the police inquiry or any subsequent legal proceedings.
Police issue notice to the accused
Airport police have initiated an investigation into the complaint and reportedly issued a notice to Nelson.
The inquiry is expected to examine the allegations made by the complainant and gather information relevant to the case. The police will need to establish the sequence of events, assess available evidence and record statements as part of the investigation.
The issuance of a police notice is a procedural step and should not be interpreted as a determination of guilt. The accused is entitled to due process while investigators examine the complaint.
The case also highlights the importance of ensuring that allegations of workplace harassment are reported and investigated through appropriate channels.
Company and airport authorities respond
HMS Host Services Pvt Ltd was identified in the report as the company employing the complainant. The organisation provides food and beverage services, including operations at transport facilities.
Bengaluru International Airport Limited (BIAL) reportedly stated that Nelson was employed by a third-party service provider rather than directly by the airport operator.
BIAL also indicated that officials would check with the company’s human resources department and its Prevention of Sexual Harassment (POSH) committee regarding the matter and any internal action.
The distinction between airport operations and third-party employment is relevant because companies providing services within airport premises have their own responsibilities towards employees, including workplace conduct and the handling of complaints.
However, an employer’s internal process does not replace a police investigation where allegations may constitute a criminal offence.
Importance of workplace sexual harassment safeguards
The case has drawn attention to the safeguards available to employees who report inappropriate conduct at work.
In India, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the POSH Act, provides a framework for preventing and addressing workplace sexual harassment. The law requires eligible workplaces to establish Internal Committees to receive and address complaints.
Employers are expected to provide a working environment that protects employees from sexual harassment and to ensure that complaints are handled through the prescribed procedures.
Workers should be able to raise concerns without fear of retaliation. Complaints should be assessed confidentially, and the people involved should be treated fairly throughout the process.
In cases involving alleged criminal conduct, workplace mechanisms and law enforcement procedures may operate separately, depending on the circumstances.
The reference to a company’s POSH committee in this case highlights the importance of internal accountability alongside the police inquiry.
Investigation remains ongoing
The allegations against the HR manager remain subject to investigation. Police will need to examine the complaint and any supporting evidence before determining the appropriate next steps.
The company may also review the allegations through its internal procedures, in line with applicable workplace policies and legal requirements.
The case serves as a reminder that employees should have access to clear reporting channels and that complaints involving alleged harassment must be taken seriously. At the same time, conclusions about responsibility should be based on evidence and the outcome of due process.
Conclusion
The complaint against an HR manager at a beverage services company operating at Bengaluru airport has prompted a police investigation into allegations of sexual harassment by a female employee.
The complainant has alleged inappropriate conduct beginning in September, including an incident on September 30. Police have reportedly issued a notice to the accused, while airport authorities are checking with the company’s HR department and POSH committee regarding internal action.
The case remains under investigation, and the allegations have not been established in court. Further developments will depend on the evidence gathered by the police and the outcome of the relevant legal and workplace procedures.