POSH Act Compliance refers to compliance with the law requiring workplaces to prevent, prohibit, and redress sexual harassment complaints. It's most relevant for every employer with the prescribed minimum number of employees, and is handled through the Prevention of Sexual Harassment (POSH) framework.
Who This Applies To
If your business falls under this category, understanding the basics of POSH Act Compliance early on can save time and avoid compliance issues down the line. This guide covers what you need to know, what to prepare, and how the process typically works.
What You'll Need
- Internal Committee constituted as per the law's composition requirements
- POSH policy documented and communicated to all employees
- Awareness training conducted periodically
- Complaint redressal procedure clearly defined
- Annual report filed as required under the law
- Records of complaints handled and their resolution status
How the Process Works
- Constitute an Internal Committee meeting composition requirements
- Draft and circulate a clear POSH policy to all employees
- Conduct periodic awareness training sessions
- Handle complaints per the defined timeline and file the required annual report
Common Pitfalls to Watch For
- Not constituting the Internal Committee at all, or with incorrect composition
- Treating POSH training as a one-time formality rather than periodic
These are avoidable with the right preparation and a clear understanding of the requirements upfront.
Frequently Asked Questions
Is POSH compliance mandatory for small businesses too?
Yes, once the establishment crosses the prescribed minimum employee threshold.
Who should be on the Internal Committee?
The law prescribes specific composition requirements, including an external member.
Need Help With This?
Leegal's team handles registration, compliance, and advisory work like this end-to-end, with transparent pricing and a dedicated point of contact throughout.
Call: +91 95721 91163 | Email: mail@leegal.in