Prevention
Prevention requires policy publication, awareness, leadership commitment, and a workplace culture where reporting is taken seriously before a complaint process is ever needed.
Law & Guidance
A structured overview of the POSH Act, 2013 and its operational implications.
The POSH Act, 2013 sets expectations around prevention, prohibition, and redressal of sexual harassment at the workplace. Organisations need both a legal reading and an implementation model.
Redressal
Redressal depends on a properly constituted Internal Committee, complaint intake discipline, inquiry process integrity, and well-documented findings and recommendations.
Employer Duties
Employer obligations are ongoing. Training, committee enablement, reporting, and documentation need to be treated as operating responsibilities rather than one-time setup tasks.