What is the POSH Act, 2013?

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is the Indian law that requires employers to prevent sexual harassment, set up a complaint mechanism and redress complaints in a fair and time-bound manner.

Is an Internal Committee mandatory?

Yes. Under Section 4 of the POSH Act, 2013, every employer with 10 or more employees must constitute an Internal Committee (IC) at each office or branch. Workplaces with fewer than 10 employees are covered by the Local Committee set up by the District Officer.

What is the time limit to file a complaint?

A complaint should be made in writing within 3 months of the incident (or of the last incident in a series). The committee can extend this by another 3 months if circumstances prevented the woman from filing earlier.

How long does a POSH inquiry take?

The Internal Committee must complete its inquiry within 90 days of receiving the complaint and share its report with the employer within 10 days of completing it. The employer must act on the recommendations within 60 days.

Can Poshaw help my organisation comply?

Yes. From policy drafting and IC formation to training and annual reports, we provide end-to-end POSH compliance support. Contact us for a free consultation.

_{Handbook on the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013}

The Handbook on the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a guidance resource issued by the Ministry of Women and Child Development, Government of India, in November 2015.

The Handbook has been developed to provide practical and accessible guidance on understanding and implementing the framework under the POSH Act, 2013. It is intended for employers, institutions, organisations, Internal Complaints Committees, Local Complaints Committees, employees and other stakeholders.

What does the Handbook cover?

The Handbook provides guidance on various aspects of workplace sexual harassment, including:

The background and genesis of the POSH framework
The Vishaka Guidelines and their significance
The POSH Act, 2013
Who is an aggrieved woman
What constitutes a workplace
What constitutes sexual harassment
Key elements of workplace sexual harassment
Examples and scenarios of conduct that may constitute sexual harassment
Forms of workplace sexual harassment
Prevention and prohibition of sexual harassment
Role and responsibilities of District Officers
Role and responsibilities of Internal and Local Complaints Committees
Who can make a complaint and where
What a complaint should contain
The complaint and inquiry process
Responsibilities of the parties and the Committee
Training and skills required for Complaints Committee members
Do's and Don'ts for Complaints Committees
Key principles to be followed during an inquiry
Monitoring and reporting requirements
International frameworks and good practices relating to workplace sexual harassment.

A Practical Resource for POSH Implementation

The Handbook goes beyond reproducing the statutory provisions and provides explanatory material intended to help stakeholders understand the practical application of the POSH framework.

It discusses workplace sexual harassment in different contexts and provides examples and scenarios to help readers recognise inappropriate conduct and understand the importance of prevention, awareness and an effective redressal mechanism.

For Internal Committee members in particular, the Handbook provides guidance on the complaint process, inquiry-related responsibilities, and important principles that should be followed while dealing with complaints.

Who can use this Handbook?

This resource can be useful for:

Employers and Organisations

To understand their responsibilities in preventing and addressing sexual harassment at the workplace.

HR and Compliance Professionals

As a reference while developing and implementing POSH compliance mechanisms.

Internal Committee Members

For understanding the complaint and inquiry framework and their responsibilities.

Employees and Workers

To understand workplace sexual harassment and the redressal mechanism available under the law.

Legal and Compliance Professionals

As a reference resource while advising organisations on POSH-related matters.

Handbook on the POSH Act, 2013 – Government of India

_{Handbook on the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013}

What does the Handbook cover?

A Practical Resource for POSH Implementation

Who can use this Handbook?

Frequently Asked Questions