What should HR do when a sexual harassment disclosure arrives? A practical first-day protocol for receiving it, addressing immediate needs, preserving relevant material and confirming an accountable handover. The 24-hour frame is a recommendation, not a statutory deadline.
Category: PoSH Compliance
What If Every State Required PoSH Audits?
A policy thought experiment on what state PoSH reviews should test, protect and correct. Maharashtra’s inspection circular provides a concrete reference without becoming a claim of an all-India audit mandate.
WHO’s Zero Tolerance in Practice: What Institutional Inaction Means for Workplace Safety
WHO’s 2026–2029 strategy treats inaction as an accountability concern. This practitioner guide helps Indian employers examine stalled handovers, missing support and limited oversight while keeping committee findings independent.
POSH Partner, Trainer, Investigator or Advisor: What Does Your Organisation Actually Need?
Before hiring a PoSH provider, separate training, advice, inquiry support and external membership. This guide helps employers define deliverables without transferring statutory responsibilities.
The Internal Committee’s Quasi-Judicial Role: What It Requires in Practice
What does the Internal Committee’s quasi-judicial role require in practice? A guide to fair inquiries, evidence assessment, reasoned reports and role boundaries under the POSH framework.
What a recent High Court judgment tells us about how NOT to handle false complaints.
A false sexual harassment complaint, a vulnerable woman, and a third person who walked free. Imagine this. You go to work one day and find out that a sexual harassment complaint has been filed against you. You are shocked because as far as you know, you have done nothing wrong. Within weeks, the very person… Continue reading What a recent High Court judgment tells us about how NOT to handle false complaints.
Who Gets to Know What in a PoSH Case? Balancing Confidentiality and Transparency
In a PoSH case, one of the first questions that surfaces, often quietly, and often without clear answers, is about visibility. Who is informed that a complaint has been made, what details are shared, and at what stage? The PoSH Act places a strong emphasis on confidentiality, yet organisations also operate within structures that demand… Continue reading Who Gets to Know What in a PoSH Case? Balancing Confidentiality and Transparency
Empowering ICs: Escaping Over-Reliance on External Members
When the PoSH Act introduced the requirement of an External Member under Section 4(2)(c), the intent was straightforward: to bring in someone independent, trained, and experienced enough to help Internal Committees stay fair and neutral. The law did not envision a marketplace of External Members competing for engagement. It envisioned a steady outside voice that… Continue reading Empowering ICs: Escaping Over-Reliance on External Members
How Fairness Works in POSH Inquiries: What Everyone Involved Should Know
Over the past few years, PoSH inquiries have become a familiar fixture inside organisations. Most employees now know that a formal process exists, that an Internal Committee hears complaints, that reports are issued, and that statutory timelines guide the journey. On paper, the mechanism is no longer new. Yet in conversations with complainants, respondents, HR… Continue reading How Fairness Works in POSH Inquiries: What Everyone Involved Should Know
What Companies Must Know About PoSH Disclosures in the Director’s Report
The Director’s Report is a critical statutory document that reflects a company’s overall legal and governance compliance. For organisations covered under the PoSH Act, it serves as a key disclosure mechanism demonstrating whether statutory obligations relating to the prevention of sexual harassment at the workplace have been met. Any failure to include accurate PoSH-related disclosures… Continue reading What Companies Must Know About PoSH Disclosures in the Director’s Report
