Prevention of Sexual Harassment (POSH)

The POSH framework

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — the POSH Act — mandates a safe workplace and a defined redressal mechanism. Compliance is a legal duty, not an option.

Internal Committee

Every workplace with 10 or more employees must constitute an Internal Committee (IC) with a senior woman as Presiding Officer, employee members, and an external member from an NGO/expert body familiar with harassment issues. Smaller/unorganised settings use a Local Committee at the district level.

Complaint and inquiry

An aggrieved woman can file a written complaint to the IC, generally within three months (extendable). The IC conducts a time-bound inquiry following principles of natural justice, can recommend interim relief, and submits findings. The employer must act on recommendations and report annually to the District Officer.

Employer obligations

Beyond the IC, employers must frame a POSH policy, conduct awareness and training, display penalties, assist in filing police complaints where required, and file an annual report. Non-compliance attracts fines and, on repetition, cancellation of business licences.