Helping organizations comply with the POSH Act, 2013 through expert guidance, training, and ongoing support — with confidentiality, sensitivity, and legal clarity.
Sexual harassment at the workplace is a serious legal and organizational issue. Under the POSH Act, 2013, every organization with 10 or more employees is legally required to implement preventive and redressal mechanisms.
We partner with organizations to ensure complete POSH compliance, while fostering a safe, respectful, and inclusive work environment.
POSH stands for Prevention of Sexual Harassment at the Workplace. The POSH Act, 2013 was enacted to protect employees from sexual harassment and to ensure safe working environments across all sectors in India.
POSH compliance is mandatory for:
• All organizations with 10 or more employees
• Corporates, startups, factories, hospitals, schools, NGOs
Across organized and unorganized sectors, as applicable
Sexual harassment includes, but is not limited to:
• Unwelcome physical contact or advances
• Sexual remarks, jokes, or gestures
• Showing pornography
• Any unwelcome conduct of a sexual nature
Non-compliance can result in:
• Monetary penalties
• Cancellation of licenses or registrations
• Legal action and reputational damage
Effective POSH implementation helps organizations:
• Meet statutory obligations
• Protect employees and leadership
• Build trust and accountability
• Prevent escalation of complaints
POSH is not just a legal requirement — it is about dignity, safety, and fairness. Our approach balances legal compliance with empathy, ensuring processes are robust, fair, and humane for all parties involved.
POSH Act, 2013–aligned compliance solutions
External IC Members & expert advisory
Employee, IC & leadership training
Confidential, neutral, and ethical approach
Successfully cleared multiple audits with a proven track record
Support for startups, MSMEs, and corporates
Explore our comprehensive PoSH Compliance Solutions
We act as the External Member of your Internal Committee, as mandated by the POSH Act.
Includes:
Independent and neutral participation
Legal and procedural guidance
Ethical and confidential handling
We help organizations establish a legally compliant Internal Committee.
Includes:
Eligibility and composition guidance
Formal IC constitution
Roles and responsibilities clarification
Customized POSH policies aligned with the Act and your organizational culture.
Includes:
Policy drafting or review
Complaint handling procedures
Code of conduct integration
Engaging sessions that educate employees on rights, responsibilities, and respectful conduct.
Formats:
Online / Offline
Entry-level to senior leadership
Interactive, case-based learning
Specialized training for IC members and senior leadership.
Focus Areas:
Legal obligations
Inquiry process & timelines
Documentation standards
End-to-end guidance during complaint redressal.
Includes:
Inquiry process support
Documentation assistance
Report preparation guidance
Support with statutory documentation and annual compliance.
Includes:
POSH annual report preparation
Compliance checklists
Record maintenance support
Assessment of your current POSH framework.
Outcome:
Risk identification
Gap analysis
Corrective action roadmap
Ongoing advisory support for HR and leadership teams.
Outcome:
Continuous compliance monitoring
Proactive risk mitigation and guidance
Regulatory and documentation support
Simple. Structured. Legally Sound.
Step 1
A confidential discussion to understand:
Organization structure
Current POSH status
Employee strength & locations
Existing gaps or concerns
Step 2
We establish or strengthen your POSH framework.May include:
POSH policy drafting or review
IC formation or restructuring
External IC Member appointment
Role and timeline definition
Step 3
Curated by experts and Tailored training programs for:
Employees
Managers
IC members
Senior leadership
Step 4
POSH compliance is not one-time.Support includes:
Complaint handling guidance
Inquiry assistance
Documentation and reporting
On-call POSH advisory
Step 5
Year-on-year compliance support.Includes:
Annual POSH report
Compliance audits
Legal updates
Process improvement recommendations
Trusted & Proven Track Record
We stay involved to ensure real compliance, not just paperwork.
Absolute confidentiality
Neutral and unbiased approach
Strict adherence to the POSH Act, 2013
Respect for all parties involved
Transparent, Scope-Based Pricing
Every organization is different. Pricing depends on:
Number of employees
Number of locations
Scope of services
Training frequency
One-time vs retainer support
POSH situations are often sensitive and unique. A short conversation can bring clarity.
Speak with a POSH expert in confidence!
POSH Compliance – Common Questions Answered
Yes. POSH compliance becomes mandatory once your organization has 10 or more employees, regardless of whether you are a startup, MSME, or established company.
Setting it up early is strongly recommended—it is simpler, cheaper, and far less risky than fixing gaps later.
Yes. Remote participation is legally acceptable when done correctly.
Possibly. Many organizations have outdated policies, incorrect IC composition, or documentation gaps. We conduct POSH audits and health checks to assess readiness.
When done correctly, no. Our training is practical, scenario-based, inclusive, and focused on awareness—not blame.
Yes. POSH compliance is a preventive legal requirement, not something triggered only by complaints.
Non-compliance can still attract penalties if audited or reported.
The POSH Act requires an independent External Member with:
We act as External IC Members and ensure neutrality, procedural correctness, and confidentiality.
We do not replace the Internal Committee.
We provide POSH compliance advisory, training, and support. We do not act as legal counsel unless explicitly agreed in writing.
