POSH Compliance: What Every Company Must Know
Workplace safety is non-negotiable. I advise both individuals and organizations on the POSH (Prevention of Sexual Harassment) Act compliance and litigation.
Who Should Approach Me?
- HR managers, founders, or CEOs who need legal POSH compliance
- Employees (men or women) facing workplace harassment
- IC members needing legal training or guidance
Legal Requirements for Companies:
1. Draft a POSH Policy:
I help employers create legally compliant workplace policies.
2. Constitute an Internal Committee (IC):
This includes an external legal member like myself.
- Compliant with POSH Act structure
- Includes a trained external member
- Timely renewal of committee members
3. Train and Educate:
Regular workshops are not just best practice – they’re mandatory.
4. Ensure Due Process:
I guide ICs on complaint redressal and help prepare reports that stand up in court.
Example:
In a fintech firm, an employee complained about verbal harassment. I served as the IC’s external member and led the inquiry, helping the company handle it lawfully and sensitively.
Legal Risks of Non-Compliance:
- ₹50,000 fine for non-compliance
- Revocation of trade license for repeat violations
What I Do:
I draft POSH documentation, train ICs, and represent either complainants or the accused before the IC and in High Courts during appeals.
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