POSH Law
POSH Compliance: What Employers Need to Know in 2025
A practical guide to employer obligations, Internal Committee requirements and common compliance gaps under the Prevention of Sexual Harassment Act, 2013.
& Consultant
The Prevention of Sexual Harassment of Women at Workplace Act, 2013 (POSH Act) imposes clear legal obligations on employers - yet compliance gaps remain widespread, exposing organisations to significant legal and reputational risk.
Every employer with 10 or more employees is required to constitute an Internal Committee (IC). The composition, tenure, and functioning of the IC is strictly regulated. An improperly constituted IC can render an entire inquiry legally infirm.
Beyond constitution, employers must ensure that annual awareness programmes are conducted, complaints are handled within prescribed timelines, and inquiry reports are submitted to the appropriate authority. Failure on any of these counts can attract penalties, adverse court orders and significant institutional damage.
A robust POSH compliance framework is not merely a legal safeguard - it is foundational to a dignified and productive workplace.