Committee constitution
Confirm composition, tenure, appointment records and external member eligibility.
Workplace dignity
POSH compliance for safe, respectful workplaces
Build prevention, awareness and a fair redressal framework with an appropriately constituted Internal Committee and confidential processes.
Compliance Legal
Clarity for confident action
About the POSH Act
Prevention, prohibition and redressal
The POSH Act, 2013 addresses sexual harassment of women at the workplace and places important preventive and redressal duties on employers.
Effective compliance requires more than forming a committee. Employees need to know the expected standards and available channels. Managers need to respond appropriately. Internal Committee members need role clarity, procedural understanding and the support to act fairly.
Employer responsibilities
- Assess workplace coverage and applicability
- Constitute an eligible Internal Committee where required
- Publish and communicate a clear POSH policy
- Conduct employee and committee awareness
- Provide an accessible complaint mechanism
- Follow fair process and applicable timelines
- Protect confidentiality throughout proceedings
- Maintain records and complete required reporting
Compliance health check
Six foundations to review now
Policy and communication
Keep the policy current, visible and aligned with the complaint process.
Employee awareness
Explain prohibited conduct, bystander responsibility and reporting channels.
Committee capability
Equip members for sensitive communication, procedure, evidence and fairness.
Records and reporting
Maintain appropriate records while strictly controlling confidential information.
Process readiness
Ensure complaints can be received, escalated and managed without improvisation.
Our POSH services
Sensitive, practical and confidential support
Support is adapted to the organization’s workforce, locations, current framework and specific needs.
Policy drafting and review
Create an accessible policy aligned with organizational roles and reporting channels.
Internal Committee setup
Review constitution, appointments, responsibilities and operating materials.
External member support
Provide eligible external participation based on agreed scope and availability.
Awareness and leadership training
Build practical understanding for employees, managers and senior leaders.
Committee capacity building
Strengthen procedural knowledge, sensitivity, neutrality and documentation discipline.
Annual compliance support
Review records, awareness activity, committee status and reporting readiness.
Case-process guidance
Support process questions while preserving independence, fairness and confidentiality.
Templates and documentation
Develop notices, registers, meeting materials and process checklists.
POSH audit
Assess gaps across governance, awareness, process readiness and evidence.
Training by audience
Different roles need different preparation
- Employee induction and awareness
- Manager response and escalation
- Leadership responsibilities
- Internal Committee orientation
- Advanced committee workshops
- Periodic refresher sessions
Process principles
Handle concerns with care and discipline
- Accessibility and respectful communication
- Procedural fairness and neutrality
- Clear roles and decision records
- Need-to-know confidentiality
- Attention to applicable timelines
- Protection against retaliation
When to seek support
Do not wait for a complaint to test the system
A proactive review can identify unclear reporting channels, committee gaps, outdated documents and training needs before they create confusion.
Common triggers for a review
- The organization has reached or crossed ten employees
- Committee membership or tenure has changed
- The policy has not been reviewed recently
- New offices or remote work arrangements were introduced
- Employees are unclear about reporting options
- Annual reporting or training records are incomplete
Frequently asked questions
POSH essentials
Is POSH compliance mandatory?
Yes. Employers must meet applicable duties under the POSH Act, including prevention, redressal and awareness measures.
How many employees are required for an Internal Committee?
A workplace with ten or more employees must constitute an Internal Committee in accordance with the Act.
What happens if a company is non-compliant?
Non-compliance can lead to penalties, reputational harm and, for repeated offences, more serious regulatory consequences.
Who can become an IC member?
The committee includes a senior woman employee as Presiding Officer, employee members committed to the cause or with relevant experience, and an eligible external member.
Strengthen your workplace framework
Discuss your policy, Internal Committee, training or annual compliance needs confidentially.