In a decisive move to strengthen workplace safety and statutory adherence across the National Capital Territory (NCT), the Government of NCT of Delhi has issued a strict order emphasizing full compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Law).

At Poshaw, we track regional regulatory developments closely to ensure organizations operating in Delhi-NCR and across India achieve 100% legal compliance.

Here is a comprehensive breakdown by Poshaw LLP on what the new Delhi Government notification entails, the Supreme Court directives backing it, and the essential steps employers must take to avoid severe legal penalties.

Overview of the Delhi Government Order

The notification released by the Delhi Administration reiterates that every employer establishing a workplace with 10 or more employees must constitute a functional Internal Committee (IC) under Section 4 of the POSH Act.

This directive aligns directly with the benchmark ruling of the Hon'ble Supreme Court of India in Aureliano Fernandes v. State of Goa and Ors., where the apex court expressed concern over serious lacunae in the implementation of POSH compliance and mandated time-bound enforcement across all public and private establishments.

3 Critical Directives Issued to Delhi Employers

The notification outlines explicit compliance directives for organizations functioning within Delhi:

1. Mandatory Constitution of Internal Committees (IC)

Organizations with 10 or more workforce members must immediately form an IC at every administrative unit or branch office. The IC must be led by a Presiding Officer (a senior female employee) and must include an experienced External Member specializing in POSH compliance or legal advisory.

2. Mandatory SHe-Box Portal Registration

Employers in both the private and public sectors are strongly directed to register on the Central Government’s upgraded SHe-Box (Sexual Harassment Electronic Box) portal. This portal functions as a centralized platform to monitor, track, and streamline complaint redressal mechanisms across the country.

3. Labour Department Reporting & Sensitization

Employers must maintain transparent records and provide reporting metrics when requested by their respective District Labour Officers. Regular sensitization workshops for all employees are mandatory to ensure awareness of their rights and complaint procedures.

Penalties for Non-Compliance in Delhi

Ignoring the POSH Act or failing to constitute an IC carries severe legal consequences:



Is Your Delhi Office Fully Compliant with the Latest Order?

With the Delhi Government actively monitoring POSH adherence and conducting workplace reviews, partial compliance is no longer an option.

At Poshaw LLP, our head office is based right here in Delhi. We specialize in helping organizations set up legally sound Internal Committees, empanel experienced External Members, complete SHe-Box portal registrations, and conduct interactive workforce sensitization training.

Don't risk heavy penalties or business license cancellation. Reach out to our Delhi-NCR legal experts today to ensure your workplace meets every mandate of the new directive.

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