PoSH (Prevention of Sexual Harassment)
Self help guide to understand and navigate through the process
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Ensure POSH Act Compliance with B&B Associates with Tailored Programs for Your Organization
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Create a safe and respectful workplace with expert-led POSH training, workshops, and compliance solutions. Our law firm specialises in helping businesses meet the legal requirements of the POSH Act, 2013 and implement policies for a safe and inclusive workspave through structured training, policy drafting, and end-to-end compliance support.
Who Needs POSH Act Compliance?
As per the Prevention of Sexual Harassment (POSH) Act, 2013, all organisations with 10 or more employees are required to:
✔ Implement POSH policy
✔ Constitute an Internal Committee (IC)
✔ Conduct regular POSH training and awareness programs
✔ Submit an annual compliance reportWhether you’re a corporate entity, educational institution, NGO, or government organisation, POSH compliance is not just a legal mandate but a step toward fostering a safe and inclusive workplace culture.
Why is POSH Compliance Important?
Legal Compliance
Avoid penalties and reputational risks by aligning with POSH regulations.
Workplace Safety
Cultivate a professional, inclusive, harassment-free environment for employees.
Employee Awareness: Ensure all employees understand their rights and responsibilities
Enhanced Productivity: A safe and inclusive workplace leads to higher employee morale and efficiency
Stronger Employer Branding: Companies that enforce POSH compliance demonstrate social responsibilityChallenges in POSH Implementation
❌ Lack of awareness among employees and management
❌ Inadequate training and sensitisation
❌ Misconceptions about the POSH Act and reporting procedures
❌ Non-compliance with legal documentation and reportingAt B&B Associates, we address these challenges with a holistic and legally sound approach to POSH compliance.
Our Comprehensive POSH Services
We offer customised solutions tailored to your organisation’s needs:
Drafting POSH Policy
Legally sound and company-specific policiesFormation of POSH Internal Committee (IC) Team
Assistance in selecting IC members, and constituting the committeeEmpanelment of External Panel Member
Providing independent external experts for ICPOSH Awareness Sessions
Employee and leadership training on POSH laws and policiesPreparation of POSH Annual Report
Ensuring compliance with legal documentation
End-to-End POSH Compliance
From policy creation to complaint redressal support
Training & Certifications
Interactive POSH training for IC members and employees
Support for Conducting POSH IC Quarterly Meetings
Expert guidance for smooth operationsHave questions? Explore our FAQs to get answers to common queries about POSH laws, training, and compliance requirements.
Frequently Asked Questions (FAQs) – PoSH Act
1. Is PoSH mandatory for every company?
Yes, as per the PoSH Act, 2013, all organisations with 10 or more employees must establish an Internal Committee (IC) to handle workplace sexual harassment complaints.
2. Can men file cases under the PoSH Act?
No, the PoSH Act only protects women from sexual harassment in the workplace. However, men can seek legal remedies under other labour and criminal laws.
3. What kinds of cases are not included in the PoSH Act?
The PoSH Act does not cover workplace bullying, emotional abuse, or professional disagreements that are unrelated to sexual harassment.
4. What are the demerits of the PoSH Act?
Challenges of the PoSH Act include gender neutrality, employer liability concerns, and enforcement gaps in smaller organisations.
5. What is a false case under the PoSH Act 2013?
A false case refers to a maliciously filed complaint with no factual basis. If proven, the complainant may face disciplinary action as per the Act’s provisions.
6. What is the role of organisations under the PoSH Act 2013?
Organisations must constitute an Internal Committee (IC), conduct awareness training, establish grievance redressal mechanisms, and ensure a safe workplace free from sexual harassment.
7. What are the kinds of sexual harassment?
Sexual harassment includes verbal, non-verbal, physical, and psychological misconduct, such as inappropriate touching, unwelcome advances, sexually charged comments, or coercion.
8. How does the PoSH Act define sexual harassment?
The PoSH Act defines sexual harassment as any unwelcome sexual behaviour in the workplace, including physical contact, remarks, displaying explicit content, or requests for sexual favours.
9. Are freelancers or contractors covered under the PoSH Act?
Yes, the Act extends protection to freelancers, interns, consultants, and contractual workers who face sexual harassment at the workplace.
10. What steps should an organisation take to prevent sexual harassment?
Organisations should implement strict anti-harassment policies, conduct PoSH training, ensure quick grievance redressal, and foster a zero-tolerance work culture.
Get Started with POSH Compliance Today!
Ensure your organisation is POSH-compliant with expert guidance from B&B Associates. Our team of POSH consultants in Chandigarh is ready to help you with POSH training, workshops, and legal compliance solutions.
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Vishaka & Ors. Vs. State of Rajasthan & Ors.
Supreme Court of India Year : 1997
The Chairman, Railway Board & Ors vs Mrs. Chandrima Das & Ors
Supreme Court of India Year : 2000
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