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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 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 report

Whether 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 workplace culture.

Why is POSH Compliance Important?

Legal Compliance Avoid hefty penalties and reputational risks by aligning with POSH regulations.

Workplace Safety Cultivate a professional, 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 corporate responsibility

Challenges 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 reporting

At B&B Associates, we address these challenges with a holistic and legally sound approach to POSH compliance.

POSH Compliance | Workshops | Reports

Our Comprehensive POSH Services

We offer customised solutions tailored to your organisation’s needs:

 Drafting POSH Policy
Legally sound and company-specific policies

 

Formation of POSH Internal Committee (IC) Team
Assistance in selecting IC members

 

Empanelment of External Panel Member
Providing independent external experts for IC

 

POSH Awareness Sessions
Employee and leadership training on POSH laws and policies

 

Preparation 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 operations

Resources: Learn More About POSH Compliance

• Links to Blogs/Resources
  
  FAQS

Have questions? Explore our FAQs to get answers to common queries about POSH laws, training, and compliance requirements.

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 gender discrimination, 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 possible misuse through false allegations, lack of protection for male victims, 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.

11. Can an employee file a complaint directly with the local police under the PoSH Act?

Yes, an employee can file a complaint with the Internal Committee (IC) or directly approach the police if the act of harassment is criminal in nature.

12. What happens if an organisation fails to comply with the PoSH Act?

Non-compliance can lead to a fine of up to ₹50,000, potential business license revocation, and reputational damage.

13. How long does an organisation have to resolve a complaint under the PoSH Act?

As per the Act, complaints should be resolved within 90 days from the date of filing.

14. Can an employer be held personally liable for sexual harassment committed by an employee?

No, unless the employer is directly involved or fails to act despite awareness of the complaint, the individual employee is primarily held accountable.

15. What support mechanisms are available for victims of sexual harassment under the PoSH Act?

Support includes counselling, legal assistance, interim relief (like transfers or leave), protection from retaliation, and strict action against the harasser.

16. Does the PoSH Act cover incidents of sexual harassment outside the workplace?

Yes, if the harassment occurs in work-related settings like conferences, off-site events, client locations, or virtual workspaces, the Act applies.

17. Can a third party or bystander file a complaint under the PoSH Act on behalf of the victim?

Yes, a colleague, bystander, or third party can file a complaint if the victim is unable or hesitant to report the harassment.

18. What role does the Internal Committee (IC) play in addressing complaints under the PoSH Act?

The IC is responsible for receiving, investigating, and resolving complaints, recommending action against the offender, and ensuring compliance with the Act.

19. Are anonymous complaints accepted under the PoSH Act?

No, the Act does not explicitly recognise anonymous complaints, but some organisations may allow them as part of their internal grievance mechanism.

20. Can an employee be transferred or retaliated against for filing a complaint under the PoSH Act?

No, retaliation is prohibited. Victims should be safeguarded from unfair transfers, demotions, or terminations after filing a complaint.

21. How often should organisations conduct awareness training on the PoSH Act?

Organisations must conduct PoSH training at least once a year to educate employees and management on workplace harassment policies.

22. What measures can organisations take to create a safer work environment beyond legal compliance?

Beyond compliance, organisations can foster an inclusive culture, encourage reporting, establish mentoring programs, and implement stricter workplace policies against harassment.

 

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.

📞 Call/WhatsApp us now to schedule a consultation!