POSH Compliance Services for Employers

Review the organisation and committee arrangements

Begin with the legal entities, workplaces, employee population, existing policy and committee records. The review should identify the applicable arrangements and any gap between a policy document and the committee or contact information available to employees. Multi-location operations need a mapped structure rather than a blanket assumption that one policy file completes every requirement.

The HR compliance checklist connects workplace governance with the wider employee-record process. POSH review should remain distinct from routine payroll or a generic disciplinary checklist.

Make awareness and reporting traceable

The agreed scope may include review of the policy, committee constitution and tenure records, required communications, awareness or training documentation and reporting inputs. Identify which employer team keeps attendance, training material, notices and the approved reporting record. An undated slide deck alone does not show that an awareness programme took place.

Reporting and documentation are reviewed against current statutory requirements and the competent authority's instructions. Personal complaint details should not appear in a general monthly compliance dashboard or be copied into the public enquiry form.

Inputs and deliverables for a governance review

Useful starting documents are the workplace list, existing policy, committee appointment records, prior awareness records and applicable reporting history. A normal service enquiry should describe the organisational requirement without disclosing a complainant's identity or sensitive case material.

Agreed outputs can include a policy-gap note, committee-document checklist, awareness-record plan and reporting calendar. Complaint or inquiry support, external-member work and representation require a separate scope and role assessment. Employer advisory support can coordinate legal questions without replacing the committee's independent responsibilities.

Protect confidentiality and procedural independence

Access to complaint and inquiry records should be limited to the appropriate authorised people. Distinguish administrative support from decisions reserved to the committee or employer under the applicable process. No service description should promise a particular finding, suppress a complaint or treat a completed policy template as proof that the organisation's obligations are fully discharged.