POSH Act Compliance

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  • POSH Act Compliance

Build a Safe and Respectful Workplace with POSH Compliance

Creating a safe, inclusive, and harassment-free workplace is not just a legal requirement — it is essential for employee trust and business reputation. Under the Prevention of Sexual Harassment (POSH) Act, 2013, every organisation must implement preventive measures, conduct awareness programmes, and maintain a functioning Internal Complaints Committee (ICC). MSure helps organisations achieve full POSH compliance, foster a safe workplace culture, and effectively mitigate legal risks.

How MSure Assists with POSH Compliance

We provide end-to-end POSH compliance support by drafting policies, setting up and supporting Internal Complaints Committees, conducting employee awareness and training programmes, handling grievances professionally, and maintaining audit-ready records — all ensuring a safe, respectful, and legally compliant workplace.

Our Services Include

Internal Complaints Committee (ICC) Setup

We assist organisations in establishing an ICC as mandated under the PoSH Act. Our experts draft the committee's terms of reference, help appoint members, and train them on complaint-handling procedures — with ongoing support to ensure continuous compliance.

POSH Compliance Training

We deliver customised training programmes for employees, managers, and ICC members covering forms of sexual harassment, legal obligations, complaint filing processes, and real-life case studies.

POSH Audit and Implementation

Our experts conduct comprehensive PoSH audits, provide detailed reports, recommend corrective actions, and assist in drafting policies aligned with PoSH Act requirements.

Case Handling
Support

We provide end-to-end support in handling sexual harassment complaints — ensuring inquiries are fair, impartial, and confidential while maintaining compliance with legal restrictions on disclosure.

Frequently Asked Questions

Who is required to comply with the POSH Act, 2013?

Every organisation with 10 or more employees — whether in the formal or informal sector — is required to comply with the POSH Act, 2013. This includes private companies, NGOs, educational institutions, and government establishments. The Act also applies to workplaces that include clients’ premises, remote work locations, and virtual spaces.

An Internal Complaints Committee (ICC) is a statutory body that every organisation with 10 or more employees must establish to receive and investigate sexual harassment complaints. The ICC must have a minimum of 4 members, including a Presiding Officer who should be a senior female employee, and an external member from an NGO or legal background.

Non-compliance with the POSH Act can result in fines of up to Rs. 50,000 for first-time offences, and up to Rs. 1,00,000 for repeated violations. Additionally, the company’s business licence may be cancelled or withdrawn. Beyond financial penalties, non-compliance can cause significant reputational damage.

The POSH Act does not specify a mandatory frequency, but best practice — and what most regulators expect — is at least one training session per year for all employees. Additionally, refresher training should be conducted when new employees join and whenever there are updates to the policy or law.

Yes. The POSH Act applies to all employees regardless of their work location — including those working from home, at client sites, or in virtual environments. Any harassment that occurs in a work-related context — even digitally — falls under the scope of the POSH Act.

Under the POSH Act, the ICC must submit an annual report to the employer and the district officer containing details of the number of complaints received, disposed of, pending, and the nature of actions taken. The employer must also include POSH compliance information in the Annual Report filed under the Companies Act.