Route 1: First-time setup
An employer setting up POSH compliance from scratch.
- Draft policy and constitute the IC
- Onboard an external IC member
- Roll out employee awareness training
POSH Compliance
Get POSH-compliant - policy, IC and annual report.
Every workplace with 10 or more employees must comply with the POSH Act, 2013 - a sexual harassment prevention policy, a constituted Internal Committee with an external member, employee awareness, and an annual report to the District Officer. We build the full framework.
Qualified CA / CS partners15-21 working daysBest for: Employers with 10+ employees of any constitution
Starting at
₹19,999
POSH
Employers with 10+ employees of any constitution
POSH policy drafting
Internal Committee constitution
Employee & IC training
Annual report to District Officer
Timeline
15-21 working days
What it is
POSH, explained in plain English.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 - commonly called the POSH Act - requires every employer with 10 or more employees to put in place a framework to prevent and address sexual harassment at the workplace. This includes a written POSH policy, constitution of an Internal Committee (IC) headed by a senior woman employee and including an external member from an NGO or with relevant experience, regular awareness and training, a defined complaint and inquiry procedure, and filing of an annual report with the District Officer. The obligation applies across companies, LLPs and other workplaces.
TL;DR
If you have 10+ employees, you need a POSH policy, a properly constituted Internal Committee with an external member, training, and an annual report to the District Officer.
Key terms
The vocabulary you'll see on the portal.
POSH Act
The 2013 law on prevention and redressal of workplace sexual harassment.
Internal Committee
The IC that receives and inquires into complaints, with an external member.
Presiding Officer
A senior woman employee who heads the Internal Committee.
External member
An IC member from an NGO or with relevant experience, independent of the employer.
Annual report
The yearly POSH report filed with the District Officer.
Routes & scenarios
Match the situation to the right fix.
Route 2: Ongoing compliance
An employer maintaining annual obligations.
- Refresh training and policy each year
- Maintain complaint and inquiry records
- File the annual report with the District Officer
The process
POSH - from kickoff to confirmation.
01
Assess
We review your headcount, locations and existing policies to scope the POSH requirements.
02
Build
We draft the POSH policy, constitute the Internal Committee and onboard a qualified external member.
03
Train
We deliver awareness sessions for employees and capacity-building for IC members.
04
Report
We set up the complaint register and prepare the annual report for filing with the District Officer.
Documents required
What we'll need from you.
Upload via our secure portal. We pre-check every scan before filing - cuts portal rejections by ~90%.
Employee headcount and locations
Existing HR / POSH policy (if any)
Proposed IC members' details
External member's credentials
Company / employer registration details
Records of prior complaints (if any)
Branding inputs for the policy and posters
POSH FAQ
Common questions, answered by partners.
Still unsure if POSH is right for your case? Book a free 20-minute consult - a senior CA / CS will walk you through your specifics.
Still have questions?
Book a free 20-minute consult with a senior partner - we'll walk through your case and outline next steps.
Talk to a partner →Every workplace employing 10 or more workers - irrespective of whether it is a company, LLP, firm or other establishment - must constitute an Internal Committee and comply with the POSH Act's policy, training and reporting requirements.
Ready when you are
Let's get your POSH sorted this week.
A senior CA / CS will get on a call with you, confirm scope and start the work - usually within 24 hours.