Today, organisations require building workplaces that are safe and respectful not only to meet legal responsibilities or HR compliance, but also to ensure security and sustainable growth. The Prevention of Sexual Harassment (PoSH) Act provides a structured framework that enables organisations to create work environments rooted in dignity, fairness, and accountability.
The Prevention of Sexual Harassment Act, or PoSH Act, was introduced in 2013, following the Vishaka v. State of Rajasthan (1997) case. The act acts as a compliance for employers and organisations to prevent sexual harassment in the workplace. The act consists of three major pillars: prevention, prohibition, and redressal. The act decrees that if a workplace has more than 10 employees, it is compulsory to constitute an Internal Committee for addressing and resolving such issues. The act compels professional conduct among employees, mandating preventive measures, grievance redressal and awareness sessions to avert sexual harassment. The clarity of sexual harassment reduces ambiguity, ensuring that employees understand their rights and responsibilities from the beginning.
The implementation of PoSH in organisations strengthens ethical culture, values and governance. A workplace that prioritises its employees’ equality, safety and respect fosters trust, engagement and collaboration. When employees feel secure in a workplace, they tend to improve productivity, resulting in a reduction of attrition rates, which directly contributes to organisations’ stability and performance.
PoSH compliance also helps organisations mitigate legal, financial, and reputational risks. Structured processes such as the formation of Internal Committees, sexual harassment awareness initiatives, and documented procedures ensure that concerns are addressed fairly and confidentially. This proactive approach not only safeguards employees but also protects organisations from escalations and non-compliance penalties.
Beyond compliance, PoSH serves as a reflection of an organisation’s values. It demonstrates leadership commitment to ethical practices, inclusivity, and responsibility. In today’s evolving work environment, organisations that uphold PoSH principles are better positioned to attract talent, build credibility, and maintain long-term trust with stakeholders.
In the end, the PoSH Act is not merely a statutory requirement; it is a strategic enabler for organisations striving to create intact, polite, and future-ready workplaces.
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Frequently Asked Questions
The PoSH Act was introduced in India in 2013, following the Vishaka v. State of Rajasthan (1997) sexual harassment case.
Organisations having more than 10 employees, including companies, government bodies, NGOs, educational institutions, and workplaces of any nature, are required to comply with the PoSH Act
Employers must constitute an Internal Committee (IC), conduct awareness programs, ensure fair inquiry processes, maintain confidentiality, and implement preventive measures against workplace sexual harassment.
PoSH builds trust, accountability, and respect by ensuring clear policies, awareness, and grievance redressal mechanisms to protect employee dignity and equality.
Non-compliance can lead to legal penalties, reputational damage, employee disengagement, higher attrition, financial losses, and weakened organisational trust and credibility.