Original statutory wording · G.S.R. 769(E)
Official Rule Text
Subject to the provisions of section 19, every employer shall—
(a) formulate and widely disseminate an internal policy or charter or resolution or declaration for prohibition, prevention and redressal of sexual harassment at the workplace intended to promote gender sensitive safe spaces and remove underlying factors that contribute towards a hostile work environment against women;
(b) carry out orientation programmes and seminars for the Members of the Internal Committee;
(c) carry out employees awareness programmes and create forum for dialogues which may involve Panchayati Raj Institutions, Gram Sabha, women’s groups, mothers’ committee, adolescent groups, urban local bodies and any other body as may be considered necessary;
(d) conduct capacity building and skill building programmes for the Members of the Internal Committee;
(e) declare the names and contact details of all the Members of the Internal Committee;
(f) use modules developed by the State Governments to conduct workshops and awareness programmes for sensitising the employees with the provisions of the Act.
Original Central Rules: G.S.R. 769(E), 9 December 2013. Ministry of Women and Child Development, Government of India. Source version: G.S.R. 769(E), dated 9 December 2013; Gazette of India, Part II, Section 3(i); English text, Gazette pages 4–6 (PDF pages 1–3 of the Ministry extract).
Ministry Gazette copy (PDF) · Government-hosted comparison copy (PDF)
Heading separators, line wrapping and indentation are adapted for screen reading. Source-printing anomalies are preserved and identified in separate PIH transcription notes; those notes are not part of the statutory text.
Official wording and PIH editorial explanation are separate layers. This reference provides general legal information; a particular employment relationship, complaint or inquiry may require qualified advice.
PIH editorial guidance · separate from statutory text
Plain-English Explanation
Clause (a) requires the employer to formulate and widely disseminate an internal policy, charter, resolution or declaration for prohibition, prevention and redressal of sexual harassment. Its stated purpose includes gender-sensitive safe spaces and removal of underlying factors contributing to a hostile work environment against women.
Clause (b) concerns orientation programmes and seminars for Internal Committee members. Committee orientation addresses the people carrying out that statutory role; it is distinct from a general employee-awareness programme.
Clause (c) concerns employee-awareness programmes and forums for dialogue. It identifies bodies that may be involved: Panchayati Raj Institutions, Gram Sabha, women’s groups, mothers’ committee, adolescent groups, urban local bodies and any other body considered necessary. The listed bodies are possible participants, not a requirement to involve every one in every programme.
Clause (d) requires capacity-building and skill-building programmes for Internal Committee members. Naming a committee and giving employees a policy does not, by itself, carry out this separate member-development measure.
Clause (e) concerns declaration of the names and contact details of all Internal Committee members, helping people identify the committee. The provision concerns member information, not publication of complaint records or information restricted by Section 16.
Clause (f) concerns use of State Government-developed modules for workshops and awareness programmes to sensitise employees to the Act. Read alongside Section 19(c), which refers to awareness programmes at regular intervals and IC orientation, the Rule identifies related employer measures rather than a fixed annual curriculum or one mandatory commercial certificate.
Practical Significance
Policy dissemination, employee awareness, member orientation, capacity-building and availability of member information are distinct responsibilities. A one-time policy acknowledgement does not establish that all have been carried out.
Scope, Conditions and Safeguards
- Section 19(c) refers to regular intervals; the Rule does not itself fix one universal annual training frequency.
- The Rule does not mandate a particular commercial certificate or provide that an assessment alone proves complete compliance.
- An organisation may adopt additional onboarding, refresher or curriculum practices, but those should be identified as practical choices rather than quoted as Rule 13’s wording.
Rule 13 Prevention & Awareness Map
PIH editorial visualisation of related provisions; this is not an official legal sequence or a prediction of outcome.
- Policy · clause (a)Formulate and widely disseminate the stated internal policy, charter, resolution or declaration for prohibition, prevention and redressal.
- Employee awareness · clauses (c) and (f)Employee programmes, forums for dialogue and use of State Government-developed modules.
- IC orientation · clause (b)Orientation programmes and seminars for Internal Committee members.
- Capacity-building · clause (d)Capacity-building and skill-building programmes for IC members.
- Information availability · clause (e)Declare names and contact details of all Internal Committee members; this is not publication of complaint information.
Related POSH Act Provisions
- Act Section 19 — Section 19(c): awareness at regular intervals and IC orientation; read with the wider employer duties
Related Rules
Professional Guidance
For a particular matter, seek qualified professional or official guidance. Do not submit complaint details or medical information through this reference.