POSH COMPLIANCE FAQS
Frequently Asked Questions on POSH Compliance
Get answers to the most common questions about the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a law enacted to protect women against sexual harassment at the workplace and ensure a safe, secure and dignified working environment.
The objective of the POSH Act is to prevent sexual harassment at the workplace, prohibit such conduct and provide a legally mandated redressal mechanism.
The Act protects all women, irrespective of age, employment status or profession, working in public or private sector organizations.
Sexual harassment includes physical contact and advances, demand for sexual favours, sexually coloured remarks, showing pornography, hostile work environment and any unwelcome conduct of a sexual nature.
An aggrieved woman is a woman of any age, whether employed or not, who alleges that she has been subjected to sexual harassment at a workplace.
Offices, educational institutions, hospitals, NGOs, transport provided by employer, work-related travel locations and even dwelling places for domestic workers are covered.
An Internal Committee is constituted by every employer having 10 or more employees to receive and redress complaints of sexual harassment.
The IC consists of a Presiding Officer (senior woman employee), at least two employee members and one External Member familiar with POSH issues. At least 50% members must be women.
An aggrieved woman can file a written complaint within 3 months of the incident. Certain authorized persons may also file a complaint on her behalf.
The process includes complaint review, conciliation (if requested), inquiry proceedings, hearings, confidentiality and submission of inquiry report within 90 days.
Yes. At the request of the aggrieved woman, the Committee may attempt conciliation. Monetary settlement is not permitted.
Recommendations may include warning, apology, withholding promotion, counselling, community service, suspension or termination.
A Local Committee is constituted by the District Officer to handle complaints where the organization has fewer than 10 employees or where the complaint is against the employer.
Employers must constitute an IC, formulate a POSH Policy, conduct awareness programs, train IC members, display compliance information and submit annual reports.
Employers may face penalties up to ₹50,000. Repeated violations may lead to higher penalties and cancellation of licenses or registrations.
Yes. Both the complainant and respondent may appeal the decision within 90 days before the appropriate authority.
Yes. Where the facts disclose a criminal offence, the complaint may be forwarded to the police under applicable law.
No. The POSH Act specifically protects women from workplace sexual harassment.
The Act mandates inquiry timelines, confidentiality, annual reporting, employer accountability, penalties and appeal rights.
POSH compliance helps create a safe, respectful and inclusive workplace while reducing legal, financial and reputational risks.