The POSH Act, formally the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, requires every employer with 10 or more employees to constitute an Internal Committee and prevent and address workplace sexual harassment through a formal process.

What every covered employer must actually do

Core obligations include constituting an Internal Committee, adopting and widely disseminating a POSH policy, displaying the Committee’s details and the penal consequences of harassment at the workplace, running annual awareness and training programs for all employees, not just women, and submitting an annual report to the District Officer, a nil report is still mandatory even with zero complaints that year. Non-compliance carries a fine of up to ₹50,000 for a first violation under Section 26, doubling for repeat offences, and can extend to cancellation or non-renewal of the business’s licence or registration on continued default. Workplaces with fewer than 10 employees still fall under the Act, but complaints there go to a government-constituted district-level Local Committee instead of an internal body.

Frequently asked questions

Does the POSH Act apply to every company regardless of size?

The Act itself applies broadly, but the obligation to form an Internal Committee specifically kicks in at 10 or more employees.

Is a nil annual report really required with zero complaints?

Yes, filing is mandatory every year regardless of whether any complaints were actually received.

Does this apply to interns and contract workers too?

Yes, coverage extends to interns, contract workers, and clients or visitors on employer premises, not just direct employees.

See our POSH Act compliance guide for the full process, and Internal Committee for what the required body actually does.