The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013—commonly called the POSH Act—makes it mandatory for every organization with 10 or more employees to have an Internal Committee (IC) to address sexual harassment complaints. Failure to comply can result in penalties and reputational damage.
We work with both employers and complainants. For companies, we help set up compliant Internal Committees, draft POSH policies, conduct sensitization workshops, and represent organizations in proceedings. For individuals, we assist with filing complaints, representing them before the IC or Local Committee, and pursuing legal remedies when harassment goes unchecked.
If you're running a business in India with employees, POSH compliance isn't optional. Here's what you need:
If you've faced sexual harassment at work, the POSH Act gives you a legal framework to report it and seek redressal. You can file a complaint with your company's Internal Committee or, if your employer doesn't have one, with the Local Committee at the district level.
Sexual harassment under the Act includes:
It applies to all workplaces—offices, factories, shops, organizations—whether in the public or private sector, regardless of the number of employees for complainants (though IC formation is mandatory only for 10+ employees).
We've handled POSH Act matters from multiple angles. We've helped companies establish compliant Internal Committees and navigate inquiries. We've represented complainants who faced retaliation after reporting harassment. We've also defended respondents falsely accused in cases where complaints were malicious or procedurally flawed.
Sexual harassment cases are sensitive. They involve personal dignity, employment relationships, and organizational reputation. Whether you're an employer needing compliance help or someone dealing with harassment at work, we can guide you through the legal process.