Jessica JohnsonSajid Khan, one of Bollywood's most commercially successful directors, is back behind the camera. Seven years after stepping away following allegations of sexual harassment during the #MeToo movement, Khan has begun shooting "Hundred," a horror film featuring actor Yashvardhan Ahuja — Govinda's son. Reports also confirm he is in final discussions with Akshay Kumar for a new big-budget comedy. For millions of fans and industry workers, the question isn't whether Khan can direct — it's whether a workplace accused of harassment can simply click back into place.
The Return That Has Bollywood — and Workplaces — Talking
The #MeToo wave that swept India in 2018 upended dozens of careers, Khan's among them. Multiple women came forward with allegations of sexual misconduct during that period, and the filmmaker effectively went dormant for the better part of a decade. In a January 2025 interview, Khan revealed the personal toll the accusations had taken, saying he had contemplated serious consequences. His return to active production in 2026, with high-profile projects and major stars attached, is being closely watched by both entertainment insiders and employment law specialists.
But this isn't only a Bollywood story. It surfaces a question that applies to every workplace, every industry, and every organization: what happens legally and professionally when someone accused of harassment returns to their field?
What US Employment Law Says About Accused Professionals' Returns
In the United States, a person accused of workplace sexual harassment is not automatically barred from working in their industry. Accusations — even credible, widely reported, or personally damaging ones — are not legal convictions. Under Title VII of the Civil Rights Act, the Equal Employment Opportunity Commission (EEOC) prohibits discrimination and harassment in the workplace, but enforcement depends on formal complaints, investigations, and findings — not public reputation alone.
This distinction carries weight for everyone involved. An employer or production company that hires or rehires someone with documented harassment allegations can face significant liability if they fail to take reasonable precautions. Courts have consistently found that ignoring known risk — for example, re-engaging a former contractor whose prior conduct generated formal complaints — can constitute negligent hiring.
When an employer knows, or reasonably should have known, about prior misconduct and fails to take steps to prevent recurrence, that inaction can become its own legal exposure. Reasonable employers document allegations, conduct formal investigations, and establish clear behavioral protocols before making any decision to re-engage a previously accused individual.
Employer Duty of Care: The Stakes of Bringing Someone Back
The legal standard in the US is that employers must exercise reasonable care to prevent harassment and respond promptly when it occurs. When a person with a public history of allegations is re-engaged — whether as an employee, director, contractor, or collaborator — that prior history creates a heightened duty of care.
This plays out in concrete ways. A production company that hires a filmmaker with documented allegations has, in effect, taken on a known and quantifiable risk. If additional incidents occur on that production, the company's prior awareness of allegations could become a central issue in any litigation that follows. Workers on that project would have grounds to argue they were placed in a foreseeable hostile environment.
For employees already in an industry watching a former colleague return, the protections under federal and state law are more robust than many people realize. Employees have the right to report a hostile work environment and to do so without facing retaliation. The EEOC's official guidance at eeoc.gov provides clear steps for filing a formal charge of harassment or discrimination at the federal level.
Statutes of Limitations: Old Allegations Are Not Always Dead
Many of the MeToo allegations that surfaced in 2017 and 2018 involved conduct from years or even decades prior. A common and costly misconception is that historical allegations are legally expired. In reality, statutes of limitations vary significantly by state and by type of claim — and several states have extended those windows since the MeToo movement brought the issue into focus.
California, for example, expanded the deadline to file a workplace harassment claim from one year to three years under the Fair Employment and Housing Act. New York and other states have implemented similar reforms. This means that as filmmakers like Khan re-enter the industry, some legal avenues may still be open to accusers who have not yet filed formal complaints.
Anyone who experienced workplace misconduct and has not pursued a formal legal claim should consult an employment lawyer to assess what options remain available in their specific state and under their specific circumstances.
The SPEAK OUT Act and NDAs in the Entertainment Industry
The entertainment industry has long relied on non-disclosure agreements as a tool for managing settlements and reputational risk. But since 2022, the federal SPEAK OUT Act has significantly limited the enforceability of pre-dispute NDAs in cases involving sexual harassment and assault.
Under this law, an NDA signed before an alleged incident of sexual harassment or assault cannot legally prevent the victim from speaking about what happened. This is a significant shift from prior practice, where broad pre-dispute NDAs were commonly used to silence accusers as a condition of employment or collaboration.
For individuals who signed NDAs years ago — believing they could never publicly discuss what they experienced — this federal law may be highly relevant. An employment or entertainment lawyer can review the specific language of the agreement, assess its enforceability under current law, and advise on what speech remains protected.
What Sajid Khan's Story Means for Your Workplace
Most people in the workforce will never encounter a Bollywood director. But the legal dynamics on display in this situation are universal. The questions being asked in India — who bears responsibility when an accused professional returns, what protections exist for co-workers, what happens to formal legal rights as time passes — are questions that arise in offices, studios, hospitals, and firms around the world.
Whether you are an employee worried about a returning colleague, an HR department navigating a rehire decision, or someone who experienced misconduct and never pursued formal action, the legal landscape has more available pathways than most people know.
Consulting an employment lawyer provides a clear picture of your rights, your exposure, and your options. Sajid Khan's 2026 comeback is making headlines in Bollywood. Situations like his are playing out quietly in workplaces everywhere. Knowing your rights before the situation escalates is always the stronger position.
