POSH Compliance
A Safe Workplace Is a Legal Obligation. Let's Make Sure You're Fully Covered.
POSH Compliance: More Than a Policy Document
The Prevention of Sexual Harassment (POSH) Act 2013 isn’t just about good intentions. It carries specific legal requirements for every organisation with 10 or more employees, and non-compliance can result in fines, penalties, and reputational damage. We make sure your business meets every requirement.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 places concrete obligations on employers: a written POSH Policy, a functioning Internal Committee, an annual report, and a documented complaint handling process. Meeting these obligations isn’t optional, and doing them poorly can be as harmful as not doing them at all.
Parker & Parker provides comprehensive POSH compliance support to help your organisation build a genuinely safe, legally compliant workplace, and to document that commitment properly.
WHAT WE COVER
Our POSH Compliance Services
POSH Policy Drafting, Review & Update
We draft a comprehensive, legally compliant POSH Policy tailored to your organisation, or review and update your existing policy to bring it in line with current legal standards and best practices.
Internal Committee (IC) Setup & Guidance
The Act mandates the formation of an Internal Committee with a specific composition. We advise on the correct constitution of your IC, the qualification requirements for members (including the mandatory external member), and how the committee should function and document its proceedings.
Legal Review of POSH Annual Report
Organisations are required to submit an annual report on POSH complaints and proceedings. We review your draft annual report before submission to ensure it is accurate, complete, and legally defensible.
Ongoing POSH Advisory
Guidance on handling specific POSH matters, managing the complaint process, and running awareness initiatives, included within your general monthly advisory support.
WHY THIS MATTERS
The Consequences of POSH Non-Compliance
Under the POSH Act, employers who fail to constitute an IC, fail to file an annual report, or fail to take action on a complaint can face fines and penalties. Beyond legal liability, mishandled harassment situations carry enormous reputational risk. A properly documented POSH framework protects your employees and your business.
If you aspire to safeguard your unique inventions in accordance with the proper rules and regulations, it is time to collaborate and communicate with each other.
Enquiry NowOur Areas of Expertise
Parker & Parker Advocates– Your Partners in Growth
At Parker & Parker, we’re here to support your business with strong legal guidance, helping you grow and succeed with confidence. Together, we’ll protect what you’ve built and unlock new opportunities for the future. Let’s connect and take your business further.
Connect Now