In today’s professional business environment, POSH compliance is not a cost—it is insurance: insurance for trust and reputation. POSH compliance not only protects employees and the organization from legal issues, but also ensures that your workplace remains ethical and respectful.
At SPJ Advocates, we help organizations build and maintain a POSH-compliant workplace in a simple, practical, and legally correct way. We design POSH compliance solutions to reduce legal risk, improve workplace culture, and ensure that your company meets all requirements under the Indian POSH Act.
For the past 15 years, we have served hundreds of multinational companies and Indian organizations across different industries, helping them build practical, audit-ready POSH systems. Our approach is practical, business-friendly, and legally strong—not just theoretical compliance.
POSH Compliance means following the law, rules and regulation that are required to protect the women from sexual harassment at the workplace. In India, any company that has 10 or more employees must follow the POSH Act, 2013. This law makes sure that the workplace is safe, respectful, and dignified, especially for women.
Being POSH Compliant means the company follows the rules that protect it during audits or legal disputes. This includes:
Following the POSH law is not “optional”; it’s how you demonstrate you complied with Section 19 duties under POSH Act.
As per Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, POSH Policy is a compulsory legal framework that every company in India must follow to make the workplace safe and respectful for women.
If a company does not have POSH Policy, it may have to pay fines and face legal action. In serious or repeated cases, the company’s business license or registration can also be cancelled.
Every company must create an Internal Committee (IC) to handle complaints of sexual harassment. This committee must be properly formed and active.
The IC should have:
Setting up an Internal Committee means selecting the right members and issuing a formal order to constitute the committee. The details of the member should be clearly mentioned in the workplace policy and displayed at Poster display. The purpose of setting up the Internal Complaint Committee is to make sure that complaints of sexual harassment are taken seriously and handled properly as per the POSH Act, 2013.
Complaint Filing Procedure, Inquiry, and Remedial Action
As part of POSH compliance, the following process explains how complaints of sexual harassment can be filed, examined, and resolved by the Internal Committee in a fair and confidential manner.
Strict confidentiality must be maintained regarding the complaint, parties, witnesses, and proceedings.
According to the law, companies must conduct training, workshops, and awareness programs at regular intervals for both employees and Internal Committee (IC) members.
In India, POSH training is not “good to have” but it is part of compliance work.
Our customize designed POSH training helps organizations not only meet legal requirements but also build a safe, respectful, and professional workplace culture. The sessions are practical, easy to understand, and completely aligned with POSH Act.
Under the POSH Act, 2013, the Internal Committee (IC) must prepare an annual report every Calendar year and submit it to the District Officer. The annual report is proof that your company’s POSH system is actually functional. It shows that complaints and inquiries are being handled on time.
In simple terms, proper filing of the annual report shows that your company is POSH-compliant. Failure to do so will be treated as non-compliance.
POSH Poster is a visible notice displayed at multiple visible and easily accessible places in the workplace. It informs everyone that sexual harassment is prohibited in this company. This helps create awareness, encourages reporting, and shows that the organization takes workplace safety seriously.
POSH Poster display works as evidence during audits, inspections, and legal proceedings that the employer has taken preventive steps to stop sexual harassment.
Strict confidentiality must be maintained regarding the complaint, parties, witnesses, and proceedings.
