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Many organisations are adopting POSH compliance policies to prevent and address sexual harassment at the workplace. A POSH policy defines the company’s stand on harassment, outlines reporting procedures, and details support mechanisms for affected employees.
Employees should be aware of their company’s POSH policy and know how to file a complaint. If you face or witness harassment, it’s important to report it right away. The policy will explain the steps to take.
After a complaint is filed, the organisation investigates and may take disciplinary action if the accused is found guilty. Support, including counselling, is offered to the victim.
Having a clear POSH policy helps maintain a safe, respectful workplace. If unsure how to respond to harassment, refer to your organisation’s POSH policy for guidance.
The Protection of Women from Sexual Harassment (POSH) Act, 2013 was enacted to safeguard women against sexual harassment at the workplace. It addresses a long-standing issue and promotes safer, more respectful work environments.
Under the Act, every employer must form an Internal Complaints Committee (ICC) to handle harassment complaints and maintain a discrimination-free workplace. The ICC investigates complaints and submits its findings to the employer.
The Act also requires regular employee training on preventing sexual harassment and how to report it. This ensures better awareness and promotes a culture of safety and respect for all employees.
The POSH Act applies to all organisations with 10 or more employees. Smaller organisations can also choose to implement it voluntarily.
The POSH Act has brought major changes to Indian workplaces by increasing awareness about sexual harassment and introducing a clear legal framework.
It empowers women to report harassment without fear, while making employers accountable for ensuring a safe and respectful work environment.
Internal Complaints Committees (ICCs) have made grievance redressal more transparent and encouraged gender sensitivity at work.
These improvements show increasing awareness and implementation of POSH guidelines across workplaces in India.
Complaints can be oral or written and must be signed by the complainant. The ICC investigates and takes disciplinary action if needed, including warnings, suspension, or termination. The ICC may also recommend victim support or transfers to avoid retaliation.
The POSH Rules, 2013, are guidelines under the POSH Act. They apply to organisations with 10+ employees and define sexual harassment broadly—covering physical, verbal, and non-verbal acts that:
Key rules include:
At Sperso Filings, our legal experts ensure your organisation meets all POSH compliance requirements with ease. From drafting policies to setting up your Internal Complaints Committee (ICC), we provide complete support.
We’re committed to delivering reliable service and guidance at every step—helping you build a safer, legally compliant workplace.
It’s an organisation’s adherence to the POSH Act to prevent and address workplace sexual harassment.
Companies with 10+ employees must form an Internal Complaints Committee (ICC) and implement POSH policies.
Every employer must set up an ICC and create awareness to comply with the POSH Act, 2013.
Policy creation, ICC setup, training, complaint redressal, records maintenance, and annual reporting.
Defines sexual harassment, mandates ICC, and provides redressal procedure.
Prevention, prohibition, and redressal of sexual harassment.
The employer.
Yes, for all organisations with 10 or more employees.
It deals with conciliation before initiating an inquiry.
Outlines the procedure to file a complaint.
Punishment for false or malicious complaints.
Details the inquiry process by ICC.
Mandates constitution of Internal Committee.
Requires employers to report ICC complaints and action taken in the annual report.
Specifies actions after inquiry, like penalties or disciplinary action.
Defines the Local Committee (LC) for organisations without ICC.
Relates to annual reporting to the District Officer.
States the duties of the Government.
Any aggrieved woman employee.
The POSH Act, 2013 is the current law in force.
It stands for “Prevention of Sexual Harassment” at workplace.
It refers to following all rules under the POSH Act.
ICC setup, complaint mechanism, inquiry, action, and reporting.
By drafting policies, setting up ICCs, and offering end-to-end legal support.
Yes, for all organisations with 10+ employees.
Ensure safe, respectful workplaces and protect women against harassment.
Yes, public, private, NGO, startups, etc. with 10+ employees.
A woman employee who reports sexual harassment.
Workshops and sessions to educate employees on POSH awareness and procedures.
ICC setup, redressal timelines, confidentiality, and penalties.
A 4-member team handling complaints; led by a senior woman employee.
A 2013 law to prevent and redress workplace sexual harassment of women.
Create policy, form ICC, raise awareness, and act on complaints.
A voluntary settlement option before inquiry begins.
2013.
Vishaka vs. State of Rajasthan (1997) led to this legislation.
To ensure women’s safety and dignity at the workplace.
The employer is legally accountable.
A complaint must be filed within 3 months of the incident.
A document outlining zero tolerance, complaint mechanism, and support.
Define harassment, form ICC, ensure confidentiality and fair inquiry.
Yes, if it's unwelcome and of a sexual nature.
No. Only the ICC has legal authority to investigate under the Act.
Confidentiality, no retaliation, timely inquiry, and fair action.
No, the POSH Act applies across all sectors and industries.