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The POSH Act, 2013, clearly specifies the responsibilities of an Employer, to include the below:

  • Developing a POSH policy and creating awareness about the same amongst ALL employees
  • Constituting an Internal Committee (“IC”), as applicable, per the provisions of the POSH Act, 2013
  • Capacity building, orientation programs and workshops for the members of the IC
  • Organizing workshops and awareness programs at regular intervals for ALL employees
  • Displaying posters on POSH awareness at the workplace
  • Initiating action against any sexual harassment related misconduct
  • Other responsibilities as mentioned under Section 19 of the POSH Act, 2013
  • Complying with various reporting obligations under:
    • POSH Act, 2013
    • Section 134 of the Companies Act, 2013
    • Securities and Exchange Board of India (Listing Obligations and Disclosure Requirements) Regulations, 2015
    • Specific State notifications, as and when issued

We at SolvingComplexities help our clients navigate through the myriad requirements and compliances under the POSH Act, 2013, so that the HR and Legal teams can concentrate on business while we ensure that the organization is compliant.


Reach out to us to find how we can help your organization with tailor-made solutions, backed by research and experience, which are cost-effective, timely and professional.