POSH Policy Drafting & Regulatory Compliance
Prepare and review POSH policies, complaint procedures, workplace notices and statutory documentation.
WORKPLACE COMPLIANCES
POSH Advisory
Promoting safe workplaces. Strengthening statutory compliance. Ensuring fair and confidential redressal.
POSH ADVISORY
POSH advisory in India
Astronis Global provides comprehensive legal, regulatory and business advisory under India's Prevention of Sexual Harassment (POSH) framework. We assist organisations with policy drafting, Internal Committee constitution, employee awareness, complaint handling, inquiry procedures, statutory reporting and compliance audits to create safer, respectful and legally compliant workplaces.
The POSH framework requires covered employers to take steps to prevent and redress workplace sexual harassment. Effective implementation brings together a compliant policy, a properly constituted Internal Committee where required, awareness initiatives, a fair complaint process and appropriate records and reporting.
OUR SERVICES FOR POSH ADVISORY
Our POSH Advisory Services
Practical support for POSH policies, Internal Committees, prevention and awareness, complaint handling, inquiry processes and statutory records.
Internal Committee Constitution & Governance
Advise on Internal Committee composition, external member eligibility, appointment orders, tenure and committee functioning.
POSH Awareness, Training & Capacity Building
Deliver employee sensitisation, management awareness and IC training for effective implementation.
Sexual Harassment Complaints & Inquiry Advisory
Support complaint assessment, inquiry procedure, interim relief, evidence and recommendations.
POSH Audit, Reporting & Statutory Coordination
Review records, annual reports, employer disclosures and compliance audit support.
POSH Disputes, Appeals & Workplace Risk Advisory
Advise on procedural challenges, appeals, retaliation risks and related workplace dispute matters.
KEY BENEFITS
Why is POSH compliance necessary?
The POSH framework requires covered employers to take steps to prevent and redress workplace sexual harassment. Effective implementation brings together a compliant policy, a properly constituted Internal Committee where required, awareness initiatives, a fair complaint process and appropriate records and reporting.
Considered for your next chapter.
Fulfil statutory duties
Review applicable employer responsibilities, Internal Committee requirements, procedures and reporting obligations.
Ensure safe workplaces
Support prevention measures and respectful workplace practices through clear policies and awareness.
Protect employee rights
Promote access to a fair, impartial and timely complaint redressal process.
Reduce legal and regulatory risk
Identify gaps in committee constitution, records, training or complaint-handling procedures.
Promote dignity and respect
Set clear expectations and make reporting channels and workplace standards understood.
Strengthen workplace governance
Support accountability, appropriate recordkeeping and considered follow-up by the organisation.
BUSINESS STRUCTURE & TAXATION ASPECTS
The POSH compliance framework
The POSH framework requires covered employers to take steps to prevent and redress workplace sexual harassment. Effective implementation brings together a compliant policy, a properly constituted Internal Committee where required, awareness initiatives, a fair complaint process and appropriate records and reporting.
- Policy and workplace communication
Maintain an appropriate policy, communicate prohibited conduct and make complaint channels accessible.
- Internal Committee constitution
Review whether an IC is required and, where applicable, its composition, appointment and functioning against the law.
- Prevention and awareness
Plan employee awareness and IC capacity building appropriate to the organisation and its workplaces.
- Complaint inquiry and safeguards
Follow the applicable statutory process, confidentiality requirements, interim measures and procedural fairness.
- Records, reporting and follow-up
Maintain required records and reporting, and consider recommendations and corrective steps in accordance with law.
Clarity for what comes next.
COMPARATIVE ANALYSIS
POSH Compliance & Complaint Handling
The applicable committee and process depend on the employer, workplace and circumstances under the POSH Act. The following comparisons are a general guide; confirm applicability for each matter.
Internal Committee vs Local Committee
| Parameter | Internal Committee (IC) | Local Committee (LC) |
|---|---|---|
| Constitution | By the employer at a workplace where required by law | By the District Officer for the district |
| Applicability | Workplaces with ten or more employees, subject to the Act | Workplaces with fewer than ten workers or where the complaint is against the employer, as provided by the Act |
| Composition | Presiding Officer, employee members and an external member as prescribed | Composition prescribed for the district-level committee under the Act |
| Jurisdiction | Complaints relating to the relevant workplace | Complaints within the Local Committee's statutory jurisdiction |
| Reporting | Annual report and employer disclosures as applicable | Annual reporting and district-level coordination as applicable |
| Key consideration | Correct constitution, independence and capacity | Correct jurisdiction, referral and statutory procedure |
POSH Complaint vs General Workplace Grievance
| Parameter | POSH Complaint | General Workplace Grievance |
|---|---|---|
| Legal basis | Sexual Harassment of Women at Workplace Act, 2013 | Internal policy, employment law or another applicable framework |
| Coverage | Sexual harassment of a woman at the workplace within the Act | Broader workplace concerns and employment issues |
| Forum | Internal Committee or Local Committee, as applicable | HR, grievance mechanism or another appropriate forum |
| Procedure | Statutory inquiry process and safeguards | Organisational procedure and applicable law |
| Confidentiality | Specific statutory confidentiality obligations apply | Handled under relevant policy and applicable legal duties |
| Outcome | Findings and recommendations under the statutory framework | Internal resolution or further action as applicable |
Applicability, committee jurisdiction and complaint procedures depend on the workplace and facts. Confirm the current statutory requirements for each matter.
POSH COMPLIANCE PROCESS
A practical seven-stage compliance cycle
A structured cycle helps organisations maintain prevention, awareness, redressal and review. Requirements and timelines should be checked against the current law and facts.
- 01
Applicability Assessment
Identify workplaces, workforce strength and applicable statutory responsibilities.
- 02
Policy & Committee Setup
Draft or review the policy and constitute the Internal Committee where required.
- 03
Gap Analysis
Review existing policies, committee records, awareness, complaint procedures and reporting.
- 04
Training & Awareness
Conduct employee awareness and build IC capacity for effective and fair implementation.
- 05
Complaint Handling
Support intake, interim measures and inquiry in accordance with the applicable statutory process.
- 06
Reporting & Implementation
Maintain appropriate records, prepare applicable reports and consider recommendations.
- 07
Ongoing Review
Periodically audit the framework and update it for organisational and legal changes.
DOCUMENTS & REQUIREMENTS
Documents required (illustrative)
The checklist depends on the organisation, workplace and scope. Commonly relevant materials include:
- Organisation and establishment details, including workplace locations
- Employee strength and workplace coverage information
- Existing POSH policy and related HR policies
- Internal Committee constitution orders and member details
- External member engagement and eligibility records
- Awareness and training materials, attendance and completion records
- Complaint register and inquiry records, with access appropriately restricted
- Annual reports and employer disclosures, where applicable
- Records of recommendations, action taken and follow-up
- Prior audit findings, notices or related proceedings, where relevant
PROFESSIONAL FEES
POSH support tailored to your organisation
Fees depend on workplace locations, employee strength, policy requirements, committee support, training needs and whether complaint or inquiry assistance is required.
POSH Compliance Review
By scope- Initial applicability and scope discussion
- Review of policy and committee records
- Gap assessment of key compliance measures
- Prioritised recommendations for follow-up
POSH Framework & Implementation Support
Tailored- Policy drafting or review
- Internal Committee constitution and governance support
- Employee and committee training
- Complaint procedure and statutory record review
- Annual reporting and ongoing compliance advisory
Multi-location or inquiry support
Request a tailored scope for multiple establishments, policy implementation, committee capacity building, compliance audits or support on a specific complaint.
Get a QuoteAny statutory payments, travel or third-party costs are separate where applicable. Complaint matters are handled within an agreed scope and applicable statutory requirements.
KEY FEATURES
POSH compliance considerations
Workplace applicability and coverage
Internal Committee constitution
Policy and complaint channels
Employee awareness and training
Fair inquiry procedure and safeguards
Confidentiality and record access
Annual reporting and disclosures
Recommendations and follow-up
FREQUENTLY ASKED QUESTIONS
Browse all FAQs A few useful answers
Answers to common questions about POSH compliance, Internal Committees and complaint handling.
What is POSH compliance?
Is an Internal Committee mandatory?
Does POSH require government registration?
Can a complaint be filed after three months?
Can a complaint be settled through conciliation?
Is the inquiry process confidential?
What is the Internal Committee's annual reporting obligation?
Can Astronis assist with POSH compliance and training?
TESTIMONIALS
Clear advice. Practical direction.
Perspectives shared with permission by clients of our advisory teams.
Astronis Global brought clarity and commercial focus to a complex restructuring exercise. Their advice was practical, timely and easy for our leadership team to act on.
The team understood our regulatory requirements quickly and helped us move forward with confidence. We valued their responsiveness and disciplined follow-through.
Astronis Global provided dependable support across multiple registrations and approvals. Their communication was clear, structured and consistently professional.
INSIGHTS & EVENTS
View all insights Latest Articles, Updates and Events
KNOWLEDGE CENTRE
Guides, checklists and templates
Explore resources to help organise your formation planning.
YOUR NEXT CHAPTER STARTS HERE
Build a Safer Workplace with Stronger POSH Compliance
Discuss your policy, Internal Committee, awareness and complaint-handling priorities to plan a practical POSH compliance framework.
Schedule a POSH Compliance Consultation