POSH Act

Prevention of Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013

The Prevention of Sexual Harassment (POSH) Act, 2013 is India’s key legislation that safeguards women from sexual harassment at the workplace. It not only defines what constitutes harassment but also lays down clear responsibilities for employers to ensure a safe, inclusive and dignified work environment.

At Ecohaat we help companies understand, implement and comply with the POSH Act through awareness programs, policy development and Internal Committee (IC) training.

Purpose of the POSH Act

The POSH Act was enacted to protect women against any form of sexual harassment and to ensure they can work with equality, dignity and confidence. It makes it mandatory for every organization (public, private, NGO or educational institution) to have clear systems for prevention, redressal and awareness.

What Employers Must Do

Every employer is legally required to:

  • Draft and circulate a Sexual Harassment Prevention Policy.
  • Constitute an Internal Committee (IC) if there are 10 or more employees.
  • Conduct regular POSH awareness training for employees and specialized capacity-building for IC members.
  • Display posters on employee rights and complaint procedures.
  • Provide all necessary support during inquiry proceedings.
  • File an annual POSH compliance report to the District Officer and include details in the company’s Director’s Report (if applicable).

Sexual harassment includes any unwelcome act or behavior—whether verbal, physical, written or visual—such as:

  • Physical contact or advances
  • Requests for sexual favours
  • Inappropriate comments or jokes
  • Displaying offensive material or pornography
  • Conduct that creates an intimidating or hostile work environment

It applies to all workplaces, including offices, remote work setups, virtual meetings and employer-sponsored events.

Each IC must:

  • Include at least four members, with a senior woman as Presiding Officer.
  • Have one external member experienced in social work or women’s rights.
  • Handle complaints confidentially, fairly and within 90 days.
  • Recommend appropriate action based on the inquiry findings.

Employers who fail to comply with the POSH Act may face:

  • A fine up to ₹50,000 for the first violation.
  • Double penalty or cancellation of business license for repeated violations.
  • Reputational damage and possible civil/criminal liability.


Harassers may face disciplinary action, salary deduction, or termination, along with monetary compensation to the victim.

All details of POSH complaints, inquiries, and outcomes must be kept strictly confidential. Disclosure of information can lead to penalties and disciplinary action.

We support organizations in creating a culture of trust and safety through:

  • POSH Awareness & Sensitization Sessions for employees
  • Comprehensive IC Training and certification
  • Drafting and reviewing POSH policies
  • External Member services for Internal Committees
  • Advisory support for inquiries and compliance documentation


Our goal is to help organizations not just comply with the law, but build truly respectful and inclusive workplaces.