Get POSH Compliance support starting at just INR 2999/- including policy drafting, SOP, and annual report filing.
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POSH stands for Prevention of Sexual Harassment, referring to the laws and guidelines in India aimed at protecting individuals in the workplace from sexual harassment
The POSH Act is a law in India that aims to protect women from sexual harassment at the workplace. It was introduced in 2013 to make sure every woman, whether working full-time, part-time, or even as an intern, feels safe and respected at work. The Act asks all employers to take clear steps to prevent harassment, including forming an Internal Complaints Committee (ICC) if there are 10 or more employees in the company.
This law also expects companies to have a written policy on sexual harassment, train employees about their rights, and submit an annual report to the local authorities. If these rules are not followed, the company can face penalties. The Ministry of Women and Child Development (WCD) keeps track of these compliances. You can learn more about the POSH Act on the official WCD website.
POSH Compliance Service is all about helping companies follow the rules to keep their workplace safe and respectful, especially for women. It covers everything from making a clear policy on what counts as sexual harassment to forming a small team (called the Internal Complaints Committee) that handles any complaints.
It also includes writing easy-to-follow steps (SOPs) for how to deal with such complaints, filing a yearly report with the local authority, and training employees so everyone knows their rights and responsibilities. In short, this service makes sure your company is doing the right thing under the law and creating a healthy work environment.
Under the POSH Act, 2013, employers must regularly conduct awareness programs and training sessions for all employees. As per Section 19(c), these sessions should explain what sexual harassment means, how to report it, and the role of the Internal Complaints Committee (ICC). The goal is to educate everyone and create a safe, respectful workplace. This is a legal duty, as outlined by the Ministry of Women and Child Development.
EbizFiling helps your company stay fully compliant with the POSH Act, 2013 by offering two key services; drafting a clear and legally compliant POSH Policy with Standard Operating Procedures (SOPs) tailored to your workplace, and filing the Annual POSH Compliance Report with the appropriate authority on time. Our team ensures that your documents are accurate, your processes are well-defined, and your company meets all mandatory POSH requirements without stress. With our support, you can create a safer workplace while avoiding legal risks and penalties. We also have delivered successful services as Employee Handbook Services as well. You can contact with compliance manager at 09643203209 or email info@ebizfiling.com.
(All Inclusive)
(All Inclusive)
1. POSH Policy Drafting: Every organization must have a written POSH policy that defines sexual harassment, outlines complaint procedures, and shows the company’s commitment to a safe workplace. This policy must be shared with all employees and kept up to date as per the POSH Act, 2013.
2. Formation of Internal Complaints Committee (ICC): Companies with 10 or more employees must form an ICC to receive and resolve complaints. The committee must include a senior woman employee as Presiding Officer, at least two employees, and one external expert, with at least 50% women members.
3. Employee Awareness and Training: As per Section 19(c) of the Act, employers must organize regular workshops and awareness programs for employees. These sessions educate staff on what constitutes harassment and how to report it, while also training ICC members on handling cases.
4. Complaint Handling Process (SOP): A clear SOP should guide how complaints are received, investigated, and resolved. The POSH Act mandates that inquiries be completed within 90 days and action taken within 60 days, ensuring fairness and confidentiality throughout the process.
5. Filing of Annual POSH Report: Each ICC must prepare and submit an annual report to the District Officer, detailing the number of complaints received, resolved, and pending. Even if no complaints are filed, a NIL report must be submitted as proof of compliance.
6. Display of POSH Information: Employers are required to display the POSH policy, contact details of ICC members, and procedures for complaint filing at prominent places in the workplace. This ensures transparency and informs employees of their rights.
7. Record-Keeping and Confidentiality: All records related to complaints, inquiries, and decisions must be securely maintained. The Act strictly prohibits disclosure of complaint details to protect the privacy of all parties involved.
POSH compliance promotes professionalism and respect at all levels. It helps prevent toxic behaviors and improves team morale and overall workplace harmony.
Implementing POSH measures helps create a safe, respectful, and supportive workplace, especially for women. It encourages employees to work without fear of harassment or discrimination.
A clear complaint mechanism and regular awareness programs boost employee confidence. It shows that the company takes their well-being seriously and is committed to their protection.
POSH compliance is mandatory under the POSH Act, 2013. Non-compliance can result in penalties, fines up to ₹50,000, and even cancellation of business licenses in case of repeated violations.
Proper documentation, a clear policy, and a trained ICC reduce the chances of mishandling complaints. This minimizes legal risks and protects the company from lawsuits or reputational harm.
When employees know there is a proper process in place, they are more likely to report issues. Timely action on complaints ensures that problems don’t escalate or get ignored.
Being POSH compliant shows that the company values ethics, gender sensitivity, and employee welfare. It builds a strong brand image and helps attract talent and clients alike.
Companies are expected to file annual POSH reports and mention compliance in their Director’s Report under Companies Act provisions. This makes POSH compliance part of corporate governance.
Basic company details (Name, Type, Address, etc.)
List of employees (to determine ICC applicability)
Details of nominated ICC members (if already decided)
Authorized person’s ID and address proof
Company letterhead and digital signature (if applicable)
Existing policy (if any), for review or revision
Consultation
Document Collection
Policy & SOP Drafting
Review & Finalization
Annual Report Filing & Delivery
Our experts provide an initial consultation to understand your organization’s structure, workforce, and compliance needs under the POSH Act.
We draft a customized POSH Policy and Standard Operating Procedures (SOPs) tailored to your business, ensuring legal compliance and clarity for employees.
The Internal Committee’s annual report is prepared and filed with the District Officer. We ensure accuracy, timely submission, and provide you with acknowledgment.
POSH stands for Prevention of Sexual Harassment and refers to the legal framework in India designed to protect women from sexual harassment at the workplace. It ensures a safe, respectful, and inclusive work environment.
Any organization in India with 10 or more employees must comply with the POSH Act, 2013. This includes private companies, public sector units, NGOs, schools, colleges, and government offices.
The main goal of the POSH Act is to protect women from sexual harassment at work by making it mandatory for employers to prevent, prohibit, and address such incidents through a structured process.
Yes, forming an Internal Complaints Committee (ICC) is compulsory once a company has 10 or more employees, regardless of whether any complaints have been received. It is a preventive and compliance measure under the law.
Non-compliance can attract a fine of up to ₹50,000. Repeated violations may lead to higher penalties and cancellation of business licenses or registrations.
The ICC must include a senior woman employee as the Presiding Officer, two employees with legal or social awareness, and one external member from an NGO or someone experienced in women’s rights. At least 50% of members must be women.
A POSH Policy should define what constitutes sexual harassment, explain the complaint process, mention the ICC’s role, and outline disciplinary actions. It must be written clearly and shared with all employees.
Yes, regular training and awareness programs are mandatory under Section 19(c) of the POSH Act. These programs educate employees about their rights, reporting procedures, and the company’s approach to handling complaints.
The ICC must prepare and file an Annual POSH Report each year, summarizing the number of complaints received, resolved, pending, and steps taken to prevent harassment. It must be submitted to the District Officer.
Even if no complaints are received, a NIL report must be filed as part of annual compliance. This is necessary to show that the company is adhering to the POSH Act requirements.
As per the POSH Act, the ICC must complete the inquiry within 90 days, and the employer must act on the recommendations within 60 days of receiving the report.
No, the POSH Act specifically protects women at the workplace. However, companies are encouraged to extend their internal policies to protect all genders, even though it’s not legally required under this Act.
Yes, the POSH Act applies to all forms of workplace environments, including remote or work-from-home settings, if the harassment is connected to the professional context.
Yes, companies can hire expert consultants like EbizFiling to assist with drafting the POSH policy, creating SOPs, training employees, and filing the annual report to ensure full compliance.
A Standard Operating Procedure (SOP) under POSH outlines the step-by-step process for handling sexual harassment complaints—starting from receiving the complaint to conducting an inquiry and taking final action.
Yes, if a startup has 10 or more employees (including interns or consultants), it must comply with the POSH Act by forming an ICC, drafting a policy, and following all legal procedures.
The POSH Act strictly prohibits disclosure of any details related to a complaint or inquiry. All records and proceedings are kept confidential to protect the privacy of all parties involved.
The external member provides an unbiased perspective and ensures the ICC’s decisions are fair. They should be from an NGO or have experience in social work or women’s issues.
There is no fixed frequency mentioned in the Act, but best practice is to conduct awareness and training sessions at least once or twice a year for employees and ICC members.
EbizFiling helps your company by drafting a legally sound and easy-to-understand POSH policy with SOPs, and by preparing and filing your annual POSH report with the right authorities; ensuring you meet all legal requirements smoothly.
Get POSH Compliance support starting at just INR 2999/- including policy drafting, SOP, and annual report filing.
Backed by experienced legal professionals and trusted for reliable compliance solutions across industries.
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