The mandatory Indian legal framework enacted to prevent, prohibit, and redress sexual harassment of women at the workplace.
- Category
- Compliance & Labor Law
- Legal status
- Governed by Indian law
- Relevant to
- HR, compliance & legal
- Reading time
- 3 min
What is Prevention of Sexual Harassment (POSH)?
The POSH Act mandates that every employer with 10 or more employees must constitute an Internal Committee (IC) headed by a senior female employee with at least 50% women members and an external NGO advisor. It governs confidential complaint filing, 90-day time-bound inquiries, conciliation options, and strict non-retaliation protections.
Key takeaways
- 1The POSH Act mandates that every employer with 10 or more employees must constitute an Internal Committee (IC) headed by a senior female employee with at least 50% women members and an external NGO advisor.
- 2It governs confidential complaint filing, 90-day time-bound inquiries, conciliation options, and strict non-retaliation protections.
Why Prevention of Sexual Harassment (POSH) matters
Non-compliance incurs statutory fines of ₹50,000, revocation of business operating licenses, and severe corporate reputational damage.
How Prevention of Sexual Harassment (POSH) works in practice
- 1
Identify applicability
Check whether Prevention of Sexual Harassment (POSH) applies to your establishment based on headcount, location, industry and wage limits.
- 2
Register & configure
Complete the required registrations and set up Prevention of Sexual Harassment (POSH) rules and rates in your HR system.
- 3
File on time
Prepare returns, challans or intimations linked to Prevention of Sexual Harassment (POSH) before the due date to avoid penalties.
- 4
Maintain records
Keep registers, proofs and correspondence for Prevention of Sexual Harassment (POSH) ready for inspection.
Real-world example
An enterprise conducts annual POSH training for 100% of its workforce and publishes IC committee contact details on its internal employee dashboard.
Indian statutory reference
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
Rates, limits and state rules change often. Confirm against the latest notification or with your compliance advisor.
Best practices and common mistakes
Best practices
- Maintain a compliance calendar with every due date related to Prevention of Sexual Harassment (POSH).
- Track state-wise differences, since many labour rules vary by state.
- Keep statutory registers up to date and digitally accessible.
- Review circulars and notifications at least quarterly.
- Assign one clear owner for each filing.
Common mistakes
- Assuming Prevention of Sexual Harassment (POSH) does not apply because of a small headcount without verifying the threshold.
- Missing due dates, which attracts interest, late fees or prosecution.
- Applying central rules while ignoring state-specific amendments.
- Not retaining proof of filing or employee acknowledgements.
Managing Prevention of Sexual Harassment (POSH) in SleetHR
SleetHR keeps statutory rules for Prevention of Sexual Harassment (POSH) up to date, alerts you before due dates, and produces the registers and returns inspectors ask for.