The POSH Act protects women from sexual harassment at the workplace and places specific duties on employers. Here is what the law requires, and how to put a compliant policy and process in place.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, known as the POSH Act, is an Indian law that protects women from sexual harassment at the workplace and sets out how complaints must be handled.
It applies to workplaces across sectors and places clear, enforceable duties on employers. Non-compliance can lead to penalties and, on repeat offences, more serious consequences for the business.
Start with a clear, compliant POSH policy that states what is prohibited, how to complain, who sits on the Internal Committee, and the timelines for redressal. You can generate a country-aware policy draft to review and adapt, then pair it with training and the required displays.
Build your policy and check your obligations with HR Policy Generator, Compliance Checklist, Ask HRTailor.AI.
What is the POSH Act?
The POSH Act is the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, an Indian law that protects women from sexual harassment at work and sets out how complaints must be handled by employers.
What must an employer do under the POSH Act?
Employers must adopt a written POSH policy, constitute an Internal Committee to handle complaints, display the consequences and committee details, run awareness and training, follow the prescribed inquiry timelines, and file an annual report with the authority.
What is the Internal Committee (IC)?
The Internal Committee is a body the employer must constitute to receive and inquire into complaints of sexual harassment. It must include a presiding officer who is a senior woman employee, other members, and an external member from an NGO or with relevant experience.
Does the POSH Act apply to small companies?
The Act applies broadly across workplaces. Where an employer has fewer than the threshold number of workers, complaints are handled by a Local Committee at the district level, but employers still have duties to prevent and address harassment. Confirm your specific obligations.
Please note: Outputs are AI-generated and can contain errors. Use them as a starting point and check anything important before you act on it.
Generate a country-aware POSH policy to review and adapt, then check your wider obligations with the Compliance Checklist.
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