Organizations with 10 or more employees must comply with the Prevention of Sexual Harassment (POSH) Act, requiring the establishment of an Internal Complaints Committee (ICC), implementation of policies, and annual report submission to the District Officer. POSH compliance ensures a safe and respectful work environment for all employees.
What is the POSH Act?
The POSH Act, officially known as the ‘Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013,’ aims to protect all employees from sexual harassment at the workplace.
Key POSH compliance requirements:
- Organizations employing 10 or more employees are required to establish an Internal Complaints Committee (ICC). ICC is responsible for handling complaints of sexual harassment.
- Develop a POSH policy: This policy should outline the organization’s procedures for preventing, addressing, and resolving instances of sexual harassment.
- Organizations need to conduct POSH Training to educate employees about their rights and responsibilities under the POSH Act and create awareness.
- Organizations are required to submit an annual report to the District Officer detailing the number of complaints received, their resolutions, and other relevant information.
What should the annual report include?
The annual report should include the number of sexual harassment complaints received, the number of complaints actioned and completed, the number of complaints under investigation for more than 90 days, the number of employees trained on POSH awareness, and the nature of the action taken.
To know more and seek our POSH compliance specialised services:
Get complete guidance on POSH compliance from our legal counsel.
The Corner Office HR Partners offers POSH Training as part of our services.
Do you require an external POSH member for your Internal Complaints Committee (ICC)?