Creating safe, inclusive, and respectful workplaces is no longer optional; it’s essential. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the PoSH Act, lays down a clear legal framework to prevent and address sexual harassment at the workplace. Yet, many organisations still struggle with PoSH compliance, either due to a lack of awareness or inadequate implementation.
This guide breaks down how companies can understand, implement, and uphold PoSH policies in both letter and spirit.
What is POSH Compliance?
POSH compliance refers to an organisation’s adherence to all requirements outlined in the PoSH Act. This includes:
- Establishing an Internal Complaints Committee (ICC) if the organisation has 10 or more employees
- Displaying awareness posters at the workplace
- Conducting regular PoSH awareness training sessions
- Creating a clearly defined PoSH policy
- Submitting an annual report with case details to the District Officer
Compliance isn’t just about fulfilling legal checklists; it’s about committing to a culture where dignity and safety at work are non-negotiable.
Why PoSH Awareness Training Matters
Many incidents of workplace harassment go unreported because employees are unaware of what constitutes sexual harassment under the law or how to report it. PoSH awareness training plays a critical role in sensitising employees, management, and leadership about inappropriate behaviours, power dynamics, and legal rights.
Effective training empowers teams to recognise red flags early and creates a shared understanding of acceptable workplace conduct. According to a 2022 EY report, nearly 58% of Indian employees believe that regular training has helped foster a more respectful work environment. More PoSH cases is not always a bad thing. It could mean that the organisation provides remedies and takes such instances seriously. Reporting is vigilance and if your employees are reporting cases, it means that you are making them feel safe to come forward.
Crafting Effective POSH Policies
A well-written POSH policy should go beyond legal jargon. It must include:
- A definition of sexual harassment in accessible language
- Roles and responsibilities of the ICC
- Clear reporting channels and timelines
- Assurance of confidentiality and protection from retaliation
- Disciplinary actions and redressal mechanisms
It’s crucial to communicate this policy during onboarding and refresher sessions, ensuring that every employee knows their rights and responsibilities.
Challenges in PoSH Implementation
While most companies have a policy in place, implementation often falls short. Some common challenges include:
- Token committees without proper training
- Poor documentation of complaints and investigations
- Lack of male allyship and leadership involvement
- Inadequate awareness among remote or gig workers
- Committees trying to hasten the process without understanding due process
- Discouraging people to report because they don’t want to show numbers in cases
Overcoming these requires intentional effort from appointing trained external members in the ICC to integrating PoSH awareness training into the company’s learning strategy.
Year-Round Efforts Matter
PoSH compliance shouldn’t be a once-a-year checkbox exercise. Organisations must work to embed their values throughout the employee lifecycle from recruitment and induction to exit interviews.
By doing so, they not only prevent harassment but also build trust, morale, and engagement across teams. It is a foundation for inclusive growth and ethical leadership.
Need Help with Your PoSH Journey?
At Kelp, we partner with organisations to conduct tailored POSH awareness training with engaging real life inspired scenarios, create actionable PoSH policies, and build strong ICC frameworks. Whether you’re setting up for the first time or reviewing your existing setup, we help ensure your workplace is legally compliant and emotionally safe.
Reach out to us at info@kelphr.com or visit www.kelphr.com to make workplace respect a lived reality.
