POSH Compliance

We offer end-to-end POSH compliance services, ensuring that your organization implements prevention, protection and redressal mechanisms effectively. From drafting policies to handling complaints, our services ensure that your organization remains compliant with the POSH Act and fosters an environment free of harassment.

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Services Offered

POSH Policy Drafting and Implementation: We assist in drafting a comprehensive POSH policy in line with the Act and applicable rules.
Internal Committee (IC) Setup and Training: We help establish and train your Internal Complaints Committee (ICC), empowering them to handle complaints effectively and in compliance with the law.
Employee Awareness and Sensitization Workshops: Conducting workshops to educate employees on recognizing, preventing, and reporting sexual harassment.
Training for Committee Members: Specialized training programs for your IC members to enhance their ability to manage complaints and investigations.
External Member Support: We provide expert external member support for your IC/ICC to ensure impartial and professional handling of complaints.
Complaint Management and Investigation Support: Comprehensive support in managing complaints and conducting thorough investigations in line with the legal framework.
Compliance Filing and Documentation: Assistance with filing annual returns and maintaining records as required by the Act.

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and Respectful Work Environment.

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FAQs on POSH Compliance Services in India

About POSH Compliance

What are the compliance requirements under POSH?

Every organisation employees needs to, inter alia, ensure that

(i) To appoint an Internal Complaints Committee (ICC), including the appointment of an external independent member;

(ii) adopting a POSH Policy has been adopted, communicated to all employees, and visibly displayed at the workplace;

(iii) regular training sessions and awareness programs are conducted for employees and IC / ICC members to educate them on identifying, preventing, and reporting sexual harassment

(iv) filing of annual return yearly

What are the penalties for non-compliance?

Organizations failing to comply with the POSH Act can face fines starting from INR 50,000, with repeated non-compliance attracting higher penalties and possible cancellation of business licenses.

How soon must a complaint be resolved?

The Act recommends completion of the inquiry within 90 days from the date of receipt of the complaint.

Who should be appointed on the Internal Complaints Committee (ICC)?

The IC / ICC should have a minimum of four members, with at least half of them being women. The IC / ICC must comprise of

(i) One Presiding officer, who must be a woman employee at a senior level in the organization.

(ii) At least two members from among employees committed to the cause of women or with experience in social work or legal knowledge

(iii) One external independent member from an NGO or someone familiar with issues related to sexual harassment.

What is the role of the Internal Committees (IC) [formerly Internal Complaints Committee (ICC)]?

The IC / ICC is responsible for receiving, investigating, and resolving complaints of sexual harassment. It must be constituted with prescribed members including a woman representative.

Who can file a complaint under the POSH Act?

Any employee, including full-time, part-time, contractual, temporary, interns, or even clients and customers, can file a complaint if they face sexual harassment at the workplace.

Which organizations are required to comply with the POSH Act?

All workplaces in India (including private companies, public sector units, NGOs, and government bodies) with 10 or more employees must comply with the POSH Act by implementing a complaints mechanism and preventive measures.