The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, widely known as the POSH Act, was introduced by the Government of India to ensure that women have the right to work in a safe and secure environment.

The Act mandates every workplace to implement appropriate policies, systems, and mechanisms to prevent and address sexual harassment against women.

Under the Act, sexual harassment includes:

• Physical contact and advances
• Requests or demands for sexual favours
• Sexually coloured remarks
• Displaying pornographic material
• Any unwelcome conduct of a sexual nature (physical, verbal, or non-verbal)

The Act also recognizes certain circumstances that may amount to sexual harassment, particularly when they involve demands or expectations of sexual favours, such as:

• Offering preferential treatment in employment, such as promotions or benefits, in exchange for sexual favours
• Threatening adverse consequences at the workplace, such as demotion or loss of opportunities, for refusing sexual favours
• Making threats regarding an individual’s present or future employment to coerce sexual favours
• Creating an intimidating or hostile work environment as a means to pressure or compel sexual favours
• Engaging in humiliating behaviour that affects an employee’s health, dignity, or safety in connection with expectations of sexual favours

POSH ACT TRAINING & COMPLIANCE SUPPORT

Creating a safe, respectful, and inclusive workplace is both a legal responsibility and an ethical commitment. Swastika Foundations offers comprehensive POSH Act Training and Compliance Support to help every workplace prevent, address, and manage workplace sexual harassment while ensuring full compliance with legal requirements.

Our expert-led programs equip every workplace with the knowledge, policies, and structures necessary to maintain a safe and dignified work environment for all employees.

UNDERSTANDING SEXUAL HARASSMENT AT WORKPLACE

Sexual harassment refers to any unwelcome conduct of a sexual nature, whether expressed verbally, physically, or through non-verbal actions.

In workplace settings, sexual harassment can appear in many forms, including:

• Unwelcome touching, hugging, or kissing
• Staring, leering, or suggestive gestures
• Offensive jokes, remarks, or comments of a sexual nature
• Persistent requests for personal meetings or dates
• Intrusive questions about a person’s private life or physical appearance
• Deliberately brushing against someone
• Sending sexually explicit messages, images, or emails
• Viewing or sharing explicit content in the workplace
• Making inappropriate advances through social media or online platforms
• Such actions can create a hostile, intimidating, or uncomfortable work environment, negatively affecting the dignity, safety, and well-being of employees.

KEY POSH COMPLIANCE REQUIREMENTS

To remain compliant with the POSH Act, every workplace must:

• Implement a comprehensive POSH Policy
• Conduct employee awareness and sensitization programs
• Establish and maintain an IC
• Provide training for IC members on inquiry procedures
• Ensure confidentiality during complaint handling
• Submit the Annual POSH Report to the District Officer

ANNUAL REPORT

The annual report should include:

• Number of complaints received during the year
• Number of cases resolved
• Cases pending beyond 90 days
• Awareness and training programs conducted
• Actions taken by the employer

EMPLOYER RESPONSIBILITIES UNDER THE POSH ACT

Employers play a critical role in preventing workplace sexual harassment and ensuring compliance with the law. The POSH Act requires every workplace to:

• Provide a safe and secure working environment
• Develop and implement a clear POSH Policy
• Display information regarding penalties for sexual harassment at visible locations in the workplace
• Conduct regular awareness and sensitization programs for employees
• Establish an Internal Committee (IC) to address complaints
• Train IC members on inquiry procedures and reporting
• Share the contact details of IC members with employees
• Submit an Annual POSH Report to the District Officer
• Internal Committee (IC)
• Every workplace employing 10 or more people must form an Internal Committee (IC) to handle complaints related to sexual harassment.

INTERNAL COMMITTEE (IC)

The committee typically consists of:

• A Presiding Officer – a senior woman employee
• At least two employee representatives
• One external member, preferably from an NGO or with legal expertise

The IC is responsible for receiving complaints, conducting impartial inquiries, and recommending appropriate actions in accordance with the law.

WHAT IF THE EMPLOYER IS THE ACCUSED?

If the employer is the accused, or in workplaces with fewer than 10 employees, complaints can be filed with the Local Committee (LC) constituted by the District Officer, ensuring a fair, impartial, and independent redressal mechanism under the POSH Act.

CONSEQUENCES OF NON-COMPLIANCE

Failure of a workplace to comply with the provisions of the POSH Act can lead to significant legal and financial consequences, including:

• A penalty of up to ₹50,000
• Increased penalties for repeated violations
• Suspension or cancellation of business licenses
• Court-ordered compensation or damages
• Courts may also impose additional penalties if a workplace fails to establish the IC or neglect its statutory responsibilities.

HOW SWASTIKA FOUNDATIONS SUPPORTS YOUR WORKPLACE?

Swastika Foundations helps every workplace create safer environments while ensuring complete compliance with POSH regulations. Our professional services are designed to support workplaces at every stage of implementation.

I. POSH TRAINING PROGRAMS

• Awareness and sensitization sessions for employees
• Interactive workshops conducted both online and in-person
• Become a Certified POSH Trainer
• Specialized certification program for professionals, HR personnel, and trainers
• In-depth understanding of POSH laws, compliance, and training methodologies
• Practical guidance on conducting POSH awareness sessions and workshops
• Certification to build credibility and professional expertise in POSH training
• Internal Committee Assistance
• Structuring the Internal Committee (IC) in accordance with legal requirements, including its proper constitution and composition
• Training IC members on complaint handling and inquiry procedures to ensure a fair and effective redressal process

II.POLICY DEVELOPMENT
We support every workplace in designing and implementing a comprehensive POSH Policy that is aligned with statutory requirements and tailored to its structure and culture. The policy clearly defines sexual harassment, outlines reporting procedures, establishes a structured complaint redressal process, and ensures confidentiality and accountability at every stage, thereby creating a transparent and legally compliant workplace framework.

III.COMPLIANCE SUPPORT
• Assistance with Annual POSH Report preparation
• Ongoing guidance to maintain compliance with the POSH Act and Rules
• Our instructor-led training sessions are conducted by experienced professionals and legal experts, serving workplaces across major cities in India.
• Promoting a Culture of Respect
At Swastika Foundations, we believe that preventing sexual harassment is not just about meeting legal requirements—it is about building a workplace culture grounded in respect, dignity, and equality.

Through awareness, training, and structured compliance systems, we help workplaces create environments where employees feel safe, respected, and empowered to perform their best.

CONTACT US

Partner with Swastika Foundations to implement POSH training, IC formation, and comprehensive compliance support within your workplace.

Together, we can build safer, respectful, and legally compliant workplaces.

Call/WhatsApp: +91 9539538182

Mail us: info@swastika.org.in