POSH compliance,explained for thepeople who must run it.
A practical walkthrough of what the POSH Act actually requires from employers, and where we see companies fall short.
- Free first consultation
- IC setup support
- Fixed-fee compliance packages
- Hyderabad and online
POSH Act Compliance Guide
POSH Act compliance is one of the most commonly under-implemented obligations for Indian employers, not because the law is unclear, but because most companies set up an Internal Committee once and never revisit whether it still functions correctly.
Every employer with 10 or more employees
The POSH Act applies regardless of sector once this threshold is met.
HR and People teams
Practical guidance on Internal Committee formation and ongoing compliance.
Companies expanding headcount
Advice on when and how to set up a compliant Internal Committee.
Companies facing an active complaint
Guidance on running a compliant inquiry process from complaint to resolution.
Roadmap
What the law actually requires.
A structured look at each compliance obligation.
- 01Foundational requirement
Form the Internal Committee
The IC must be constituted with specific composition requirements to be valid.
- Presiding officer who is a senior woman employee
- At least two employee members committed to the cause of women
- One external member from an NGO or with relevant expertise
- Reconstitution when composition requirements are no longer met
- 02Ongoing obligation
Publish and communicate the policy
Employees need to know the policy exists and how to use it.
- A written POSH policy communicated to all employees
- Display of IC composition and contact details
- Regular awareness training for employees and IC members
- Onboarding communication for new hires
- 03When a complaint arises
Handle complaints correctly
The inquiry process itself is where most compliance gaps surface.
- Timelines for inquiry completion under the Act
- Confidentiality requirements throughout the process
- Interim relief provisions available to the complainant
- Fair process for both complainant and respondent
- 04Ongoing obligation
Report annually
Employers have specific annual reporting obligations.
- Annual report to the District Officer
- Disclosure in the company's annual report, where applicable
- Record-keeping for inquiries conducted during the year
How we help
POSH compliance, built and maintained.
From first Internal Committee formation to running a live inquiry.
Internal Committee formation
Setting up a properly constituted IC that meets statutory composition requirements.
- IC formation
- Composition
- Compliance
Policy drafting
A POSH policy that is clear, compliant and actually usable by employees.
- Policy
- Drafting
- Communication
IC training
Training Internal Committee members on how to conduct a fair, compliant inquiry.
- Training
- IC members
- Process
Inquiry support
Guidance for the IC through an active complaint, from receipt to resolution.
- Inquiry support
- Complaints
- Process
Annual compliance audit
Reviewing your existing IC and policy for compliance gaps.
- Audit
- Compliance review
- Gaps
External member services
Providing a qualified external member for your Internal Committee.
- External member
- IC
- Independence
Where we come in
Five mistakes we often see.
Each one is a compliance gap that surfaces at the worst possible time, during an actual complaint.
An Internal Committee that exists on paper only
ICs set up once at incorporation and never reconstituted as staff change often no longer meet composition requirements when a complaint actually arises.
No external member, or one who is not genuinely independent
The external member requirement exists to ensure independence. A member with a close relationship to the company undermines this.
Policy that has never been communicated to employees
A policy sitting in an HR folder that employees have never seen or been trained on does not satisfy the Act's communication requirements.
Missing annual reporting
The annual report to the District Officer is a specific, often overlooked obligation distinct from any internal reporting.
Treating every complaint the same way regardless of Act requirements
The inquiry timelines, confidentiality and interim relief provisions are specific statutory requirements, not general HR best practice to be applied loosely.
Need a compliance review?
Not sure if your Internal Committee is properly set up? Call for a free first consultation.
We review your current setup and tell you exactly what needs fixing. Calls are answered by an advocate.
Why companies choose us
We know where compliance actually breaks down.
Retain us for a single matter or for the long run. Either way you deal with the same accountable team.
Practical, not just theoretical
Guidance grounded in how POSH compliance actually functions inside real organisations.
End-to-end support
From first IC formation through to running an active inquiry.
External member availability
We can serve as your Internal Committee's independent external member where needed.
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Questions
Common questions.
General information only, not legal advice. Every situation differs, so speak to us about yours.
Does the POSH Act apply to our company?
Yes, if you have 10 or more employees, the Act's requirements apply regardless of your sector or company structure.
This includes contract and temporary workers in the count, so it is worth confirming your exact headcount treatment.
Who can be the external member of our Internal Committee?
Someone from an NGO committed to the cause of women, or a person familiar with issues relating to sexual harassment, who is genuinely independent of the company.
We can serve in this role or help you identify a suitable independent member.
What happens if we do not have a compliant Internal Committee?
The Act provides for penalties for non-compliance, and beyond the legal exposure, a non-compliant process significantly weakens your position if a complaint does arise.
We recommend an audit even if you believe your current setup is compliant.
How long does an inquiry need to take?
The Act specifies inquiry timelines, generally requiring completion within a set number of days from the complaint, with defined steps along the way.
We guide ICs through meeting these timelines while conducting a genuinely fair process.
Do we need to report anything annually?
Yes, an annual report is required to be submitted to the District Officer, and this is separate from any internal HR reporting you may already do.
This is one of the most commonly missed compliance steps.
How much does this cost?
Fixed-fee packages are available for IC formation, policy drafting and training. Inquiry support and audits are scoped based on your specific needs.
Fees are agreed in writing before work starts.
Related
Often needed alongside.
POSH compliance often connects to these services too.
Free first consultation
Tell us about your posh matter.
High level is fine. We check conflicts, tell you honestly whether we can help, and what it would cost. You decide, with no pressure.
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