Employment Law
POSH Act Compliance for Employers: Internal Committee Guide
By ATTPL Legal Editorial Team · · 2 min read
A practical POSH Act compliance guide for employers in India: policy, Internal Committee, complaints, inquiry timelines, training and annual reporting.
What the POSH Act requires
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 requires every employer to prevent sexual harassment, provide a complaint mechanism and act on complaints fairly and on time.
Internal Committee
- Every workplace with 10 or more employees must constitute an Internal Committee (IC)
- The Presiding Officer should be a senior woman employee
- At least half the members should be women
- One external member from an NGO or with relevant expertise
Workplaces with fewer than 10 employees are covered by the Local Committee set up by the district.
Complaints and inquiry
A complaint can generally be made within three months of the incident, extendable in some cases. The IC must complete the inquiry within 90 days and maintain confidentiality throughout.
Employer duties
- Adopt and display a written POSH policy and the IC details
- Conduct awareness and IC training regularly
- Provide a safe working environment
- File the annual report with the District Officer
Consequences of non-compliance
Non-compliance can attract fines and, for repeat violations, higher penalties and action on business licences, besides serious reputational damage.
Get help
ATTPL Legal helps draft POSH policies, constitute committees and train teams. Read the POSH guide for employers on mayagodara.com, and manage employee records with ATTPL HRMS.
Frequently asked questions
Does POSH apply to small offices?
Yes. Workplaces with 10 or more employees need an Internal Committee; smaller ones are covered by the Local Committee.
How long does the inquiry take?
The Internal Committee should complete the inquiry within 90 days.
Is training mandatory?
Employers must organise awareness programmes; regular training is the best way to comply.
Sources and further reading
This article is general information, not legal advice.
