PoSH Act 2013: Employer Compliance Guide | Sankhla

Overview

PoSH compliance requires policy, governance, awareness and a confidential statutory redressal process.

Employers should constitute the required Internal Committee where applicable, communicate the policy and train employees and committee members.

Complaint records are sensitive and should be managed with strict confidentiality and procedural fairness.

Employer review points

Key areas to verify.

1. Policy and workplace communication
2. Internal Committee composition
3. Complaint and inquiry procedure
4. Confidentiality and record access
5. Training and awareness
6. Annual reporting and statutory evidence

Current-law check

Use the library as guidance, then confirm the law in force.

Use current PoSH Act/Rules requirements and protect confidentiality in all case handling.

Labour-law requirements can change through commencement notifications, amendments, state rules, circulars and judicial decisions.

PoSH Act 2013

POSH full form, Internal Committee and employer compliance FAQs

What is the POSH full form?

POSH is commonly used as shorthand for Prevention of Sexual Harassment. The formal statute is the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

When is an Internal Committee required?

The Act provides a Local Committee route for establishments where an Internal Committee has not been constituted because there are fewer than ten workers, or where the complaint is against the employer. Employers with the applicable workforce threshold should therefore maintain a properly constituted Internal Committee. Official Act & Rules.

What should employers maintain for PoSH compliance?

Core controls include the policy, valid committee constitution, member records, awareness and training evidence, complaint-process documentation, confidentiality controls and statutory reporting records applicable to the workplace.

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