PoSH Act

POSH Act – Prevention of Sexual Harassment at Workplace

Professional Legal Guidance & Compliance Support

What is the POSH Act, 2013?

The Prevention of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the POSH Act, is an Indian law enacted to protect women from sexual harassment at the workplace and ensure a safe, dignified, and respectful working environment.

The Act makes it mandatory for employers to prevent and prohibit sexual harassment and to provide an effective redressal mechanism.

Sexual harassment includes physical contact, verbal remarks, gestures, messages, demands for sexual favors, or any unwelcome behavior of a sexual nature, whether direct or indirect.

Who is Covered Under the POSH Act?

Women Employees

  • Permanent and temporary employees
  • Contract workers and consultants
  • Interns, trainees, apprentices
  • Daily wage and ad-hoc workers

Workplaces

  • Government & private offices
  • Hospitals, schools, colleges
  • Factories, shops, NGOs
  • Remote & virtual workplaces
Even organizations with just one woman employee are covered under the POSH Act.

Duties of the Employer Under POSH Act

  • Provide a safe working environment
  • Display POSH awareness notices
  • Form an Internal Committee (IC)
  • Conduct awareness and training programs
  • Ensure confidentiality of complaints
  • Act on IC recommendations
  • Submit annual compliance reports
Failure to comply can result in penalties, cancellation of licenses, and serious reputational damage.

Internal Committee (IC) – Formation & Role

Mandatory Requirement

Every workplace with 10 or more employees must constitute an Internal Committee.

Composition

  • Presiding Officer – Senior woman employee
  • Two or more employee members
  • One external member (Advocate / NGO / POSH Expert)
  • At least 50% women members
Improper constitution of IC itself is a violation of law.

POSH Inquiry Procedure

  1. Written complaint by the aggrieved woman
  2. Registration and acknowledgment by IC
  3. Conciliation if requested
  4. Formal inquiry and evidence examination
  5. Inquiry completed within 90 days
  6. Final report submitted to employer
  7. Employer action within 60 days

Confidentiality is mandatory at every stage.

Penalties for Non-Compliance

  • Fine up to ₹50,000
  • Higher penalties for repeat violations
  • Cancellation or non-renewal of licenses
  • Legal action against management
  • Severe damage to brand reputation

Need POSH Compliance or Legal Assistance?

We provide complete POSH advisory, IC formation, inquiry support, and compliance solutions.

Consult a POSH Expert Check POSH Compliance
Advocate Nazim Khan

Services Offered by Advocate – Adv. Nazim Khan

(POSH Compliance, Internal Committee Support & Legal Advisory)

As Adv. Nazim Khan, I provide comprehensive POSH compliance services to organizations, institutions, and workplaces, ensuring full legal adherence and fair, transparent redressal mechanisms under the POSH Act, 2013.

POSH Policy Drafting

Drafting customized POSH policies aligned with the POSH Act, 2013, tailored to the organization’s size, workforce, and operational structure.

Internal Committee (IC) Support

  • Assistance in lawful IC constitution
  • Acting as External IC Member
  • Legal guidance to IC during inquiries

POSH Training & Awareness Programs

  • Employer compliance training
  • Employee sensitization sessions
  • IC capacity-building workshops

POSH Inquiry & Complaint Handling

  • Legal support during inquiry proceedings
  • Drafting notices, reports & recommendations
  • Ensuring natural justice and confidentiality

Compliance Audit & Annual Reporting

  • POSH compliance audit and gap analysis
  • Guidance on statutory reporting to District Officer
Engaging a qualified legal professional ensures POSH compliance is handled lawfully, sensitively, and in a manner that protects both employees and employers.