What is the POSH Act?

The Prevention of Sexual Harassment (POSH) Act, 2013 is a legal framework in India that mandates organizations to prevent, prohibit, and redress sexual harassment at the workplace. The Act ensures a safe, respectful, and inclusive work environment, particularly for women employees.

Ensure a Secure & Harmonious Work Environment

A workplace free from sexual harassment fosters trust, productivity, and inclusivity. With our POSH Act training and compliance services, we help organizations create a legally compliant, safe, and respectful work culture.

Our POSH Offerings

Your trusted partner in Prevention of Sexual Harassment (POSH) compliance and training.

Employee Awareness Training

  • Educates employees on what constitutes sexual harassment at the workplace.
  • Empowers them to recognize, prevent, and report incidents effectively.

Training the Trainers

  • Equips in-house trainers with POSH guidelines and best practices
  • Enables organizations to build an internal culture of respect and inclusivity.

Training for Internal Committee (IC)

  • Helps IC members understand their legal role in POSH policy implementation.
  • Provides hands-on training with role-plays and real-life case studies.

End-to-End POSH Compliance

  • Protects organizations from legal liabilities under the POSH Act, 2013.
  • Ensures seamless policy drafting, implementation, reporting, and audits for you organization.

E-Learning & Digital Training Modules

  • Interactive, engaging online courses for POSH awareness training.
  • Covers latest legal updates, employee rights, and reporting mechanisms.

Third Party Empanelment for IC

  • Access experienced External Members including lawyers, NGOs, and HR professionals.
  • Expertise in handling sexual harassment complaints and investigations.

Safety is a Shared Responsibility

We believe that every organization must take proactive steps to prevent sexual harassment. Our mission is to empower workplaces with the right POSH training, legal compliance, and awareness programs.

Why POSH Compliance Matters

  • 1 in 7 employees experience workplace harassment.
  • 80% of harassment cases stop when victims speak up or confront perpetrators.
  • 55% of employees are unaware of POSH complaint mechanisms.
  • 60% believe only physical acts qualify as sexual harassment.

Why POSH Compliance is Essential?

✔ Legal obligation for businesses with 10+ employees
✔ Protects employees from workplace harassment
✔ Builds a culture of safety and respect
✔ Prevents legal liabilities and reputational risks

Who Needs to Comply?

All organizations in India, including:

  • Private companies
  • Government institutions
  • NGOs & startups
  • Educational institutions
  • Hospitals & hospitality sector
  • Factories & manufacturing units
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Our Comprehensive Approach to POSH Compliance

We take a holistic, leader-led, and data-driven approach to building a harassment-free workplace.

  • Holistic – Every employee deserves a safe workplace.
  • Leader-Led – We collaborate with leadership to drive organization-wide awareness.
  • Data-Driven – Insights and analytics help measure the impact of POSH training programs.

POSH Compliance Requirements

1. Formation of Internal Complaints Committee (ICC)

Companies with 10 or more employees must establish an Internal Complaints Committee (ICC) to handle complaints related to sexual harassment. The ICC should include:

  • Presiding Officer – Senior woman employee
  • Two or more employees – Committed to gender equality
  • External Member – An expert from an NGO or legal background

2. Awareness & Training Programs

Employers must conduct regular POSH training to educate employees about workplace harassment and their rights. Awareness initiatives include:

  • Workshops & e-learning modules
  • Posters, emails, and policy dissemination
  • Management sensitization programs

3. Policy Implementation

Organizations must adopt a POSH policy outlining:

  • Definition of sexual harassment
  • Redressal process & complaint filing procedure
  • Consequences for violations

4. Complaint Redressal & Investigation

  • Employees can file a written complaint within 3 months of an incident.
  • The ICC must complete the investigation within 90 days.
  • Confidentiality must be maintained at all stages.
  • Based on findings, appropriate disciplinary action should be taken.

5. Annual POSH Compliance Report

Organizations must submit an Annual POSH Compliance Report to:

  • District Officer – Stating the number of complaints received and actions taken
  • Board of Directors (for listed companies) – As per SEBI guidelines

Consequences of Non-Compliance

Failing to comply with POSH regulations can result in:

  • Fine of up to ₹50,000
  • Cancellation of business license for repeated violations
  • Legal action & reputational damage

How We Can Help

We offer end-to-end POSH compliance solutions, including:
✔ POSH policy drafting & implementation
✔ ICC formation & external member support
✔ Employee & leadership training
✔ Complaint handling guidance
✔ Annual POSH report assistance

Ensure Compliance, Build a Safe Workplace!

Take a proactive approach to POSH compliance and foster a workplace culture of respect, dignity, and safety.

POSH Compliance Resources – Get Informed & Stay Protected

Written with an experience of having worked with over 400+ corporates for POSH compliance.

Contact Us to get started today!

Call us: 7809900200

Partner with us to create a safer, more inclusive workplace.
Contact us today for expert POSH compliance solutions!

What is the POSH Act?

The POSH Act, 2013 (Prevention of Sexual Harassment at Workplace Act) is an Indian law aimed at preventing and addressing sexual harassment in workplaces. It mandates organizations to create a safe working environment for employees, especially women.

Who is covered under the POSH Act?

The Act applies to:

  • Customers, clients, and visitors in the workplace.
  • All employees (permanent, temporary, interns, and contractual workers).
  • Women working in the private sector, government organizations, NGOs, domestic work, etc.
What constitutes sexual harassment under POSH?

Sexual harassment includes:

  • Physical contact and advances
  • Demand or request for sexual favors
  • Sexually colored remarks
  • Showing pornography
  • Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature
What should an employer do to comply with the POSH Act?

Employers must:

  1. Form an Internal Complaints Committee (ICC) in workplaces with 10 or more employees.
  2. Create awareness through training and policy implementation.
  3. Ensure a safe work environment free from harassment.
  4. Take action on complaints as per the law.
How can a complaint be filed under POSH?
  • A written complaint must be submitted to the Internal Complaints Committee (ICC) within three months of the incident.
  • If the complainant is unable to file, a legal heir or representative can file on their behalf.

What is the role of the Internal Complaints Committee (ICC)?

The ICC:

  • Investigates complaints confidentially.
  • Provides recommendations to the employer.
  • Ensures the victim is not retaliated against.
  • Completes inquiries within 90 days.
What are the penalties for non-compliance with the POSH Act?

If an organization fails to comply:

  • Cancellation of business license in case of repeated violations
  • Fine of up to ₹50,000

Can a false complaint be punished?

Yes, the POSH Act discourages false complaints. However, simply not proving a complaint does not mean it is false. Action is taken only if a complaint is maliciously false.

Is the POSH Act gender-neutral?

No, the POSH Act specifically protects women employees. However, organizations are encouraged to have gender-neutral policies.

Can an employee appeal against the ICC’s decision?

Yes, both parties can appeal to the appropriate court or tribunal within 90 days of the ICC’s decision.