PoSH services · Prevention of Sexual Harassment

Workplaces where every woman feels safe to speak.

SEVA's advocates and company secretaries help organisations meet every requirement of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, and build a culture of respect that lasts beyond compliance.

PoSH policyInternal CommitteeExternal memberTrainingAnnual report

Book a free consultation Check your compliance

Internal Committee · Section 4

Who sits on your IC

Presiding OfficerA woman employed at a senior level

Employee memberCommitted to the cause of women, or with legal or social-work experience

Employee memberAs above; at least two in all

External memberFrom an NGO or association committed to women's cause. SEVA can serve.

At least half the members must be women · Members serve up to 3 years

Confidential. Impartial. On record.How every Internal Committee meeting should run.

Advocates & company secretariesLegal accuracy in every policy and inquiry

External IC memberIndependent member from SEVA

Online & on-siteSessions tailored to your teams

Year-round supportMeetings, complaints and annual filing

What the law requires

The PoSH Act at a glance

Every employer with 10 or more employees must constitute an Internal Committee at each office or unit. Smaller workplaces are covered by the Local Committee of the district.

10+

Employees

Internal Committee is mandatory at every office or administrative unit (Section 4).

Minimum IC members

A senior woman as Presiding Officer, at least two employees and one external member; at least half must be women.

Days to complete inquiry

The IC must complete its inquiry within 90 days (Section 11).

₹50,000

Penalty

For failing to constitute an IC or follow the Act; doubled on repeat, with risk to licence or registration (Section 26).

Who is protected

Every woman at the workplace, of any age, whether employed or not
Permanent, temporary, part-time, contract and daily-wage staff
Interns, trainees, apprentices and probationers
Visitors, clients and consultants at the workplace

What counts as the workplace

Offices, branches, factories, shops and sites
Any place visited during employment, including travel
Transport provided by the employer
A dwelling place or home, where work is carried out

From complaint to action

Timelines under the Act

3 months

Complaint

From the incident; extendable by 3 months for recorded reasons.

Optional

Conciliation

Only if the aggrieved woman requests it; no monetary settlement.

90 days

Inquiry

Following the principles of natural justice.

10 days

Report

Findings to the employer and both parties.

60 days

Employer acts

On the IC's recommendations.

90 days

Appeal

Against the recommendations.

Employer duties (Section 19)

What every employer must do

Provide a safe workplace

Including protection from third parties at the workplace.

Display the notices

Penal consequences of harassment and the order constituting the IC, at a conspicuous place.

Hold workshops

Regular awareness and orientation programmes for employees and IC members.

Support the IC

Facilities for the inquiry, and attendance of the respondent and witnesses.

Treat it as misconduct

Act on the IC's findings under your service rules.

Report every year

IC annual report to the District Officer, and disclosure in the organisation's annual report.

Self-check

Is your workplace PoSH-compliant?

Tick what your organisation already has in place. It takes 30 seconds.

0 of 6 in place. Most organisations start here; we can help you close every gap.

Close the gaps with SEVA

A written PoSH policy, shared with all employees An Internal Committee at every office with 10 or more people An independent external member on the IC Awareness training for employees in the last 12 months Training for IC members on inquiry procedure Annual report filed and PoSH disclosure made in the annual report

Services

Choose the support you need

Essentials

For organisations setting up for the first time.

PoSH policy drafting and roll-out
IC constitution, appointment letters and display notices
One awareness session for all employees

Choose Essentials

Most chosen

Complete compliance

Everything in Essentials, through the year.

SEVA as your external IC member
IC training on inquiry procedure
Quarterly IC meetings and minutes
Annual report and board-report disclosure

Choose Complete compliance

On demand

Specialist help when you need it.

Support through a complaint inquiry
PoSH compliance audit
Manager and leadership workshops
Refresher training

Choose On demand

Choose a package and we'll take you to the consultation form with it selected.

Questions

PoSH, explained

Does the Act apply to small organisations?

Yes. Employers with 10 or more employees must constitute an Internal Committee. Complaints from smaller workplaces go to the Local Committee set up by the District Officer.

Who can be the external member?

A person from a non-governmental organisation or association committed to the cause of women, or a person familiar with issues relating to sexual harassment. SEVA can serve in this role.

Do contract staff and interns count?

Yes. The Act's definition of employee includes regular, temporary, ad hoc, daily-wage and contract workers, trainees, apprentices and interns.

Can the IC give interim relief?

Yes. During the inquiry, on the aggrieved woman's written request, the IC can recommend her transfer or that of the respondent, or leave of up to three months.

What must the annual report contain?

The number of complaints received, disposed of and pending for more than 90 days, workshops held, and the action taken, submitted to the employer and the District Officer.