We are not sure whether our POSH system is ready
Review your organisation's IC governance, policy, awareness, training, complaint-handling and reporting position before deciding what needs remediation.
SHE-BOX FOR EMPLOYERS
SHe-Box Registration for Employers: Workplace & IC Onboarding Guide
Prepare your workplace structure, Internal Committee information, nodal responsibility and supporting records before using the Government portal—and understand what SHe-Box registration does not replace.
THE EMPLOYER VIEW
What does SHe-Box mean for employers?
For employers, SHe-Box is both a Government complaint-management platform and part of the national digital infrastructure used to support implementation and monitoring of the POSH framework.
The current system brings together information relating to:
- workplaces;
- Internal Committees;
- Local Committees;
- workplace and Government nodal officers;
- complaint routing and status;
- annual reporting; and
- awareness and training activity.
The distinction that matters
Think of the relationship this way
BEFORE REGISTRATION
Get four things right before you start.
A cleaner onboarding process begins with reliable organisational records.
01
Map your workplace structure
Start by identifying the structure that SHe-Box needs to represent.
Depending on the organisation, this may include:
- legal or organisational name;
- head office;
- offices, branches and administrative units;
- relevant locations; and
- relationships between the head office and subordinate workplaces.
For multi-location organisations, this matters particularly because the POSH Act separately addresses offices and administrative units situated at different places or divisional or sub-divisional levels. Portal structure should follow the real organisation—not an improvised structure created during registration.
02
Verify your Internal Committee records
Before entering IC information, verify the underlying governance documents. Check matters such as:
- written constitution or nomination order;
- Presiding Officer;
- internal members;
- external member;
- nomination or appointment dates;
- tenure;
- workplace or unit covered; and
- subsequent changes caused by resignation, transfer, restructuring or expiry of tenure.
For organisations with multiple workplaces, also confirm whether the existing IC structure properly reflects the relevant offices and administrative units. Do not use SHe-Box data entry to cure an uncertain or outdated IC structure. Resolve the governance position first.
03
Assign clear responsibility for SHe-Box information
The current Government framework provides for nodal responsibility for maintaining workplace information on SHe-Box.
The responsible person should know:
- how the organisation is structured;
- where its Internal Committees sit;
- which information is authorised for submission;
- who owns the underlying records; and
- how changes will be identified and updated.
This is an ongoing information-governance responsibility—not simply a portal login.
04
Prepare reliable source records
SHe-Box implementation and monitoring extends beyond basic workplace identification. Maintain reliable records for information that may be required through the current Government framework, including, where applicable:
- IC details;
- annual reporting;
- awareness programmes; and
- training or orientation conducted for employees and IC members.
Keep sensitive case information separate.
Governance, training and reporting records should not become an unrestricted repository for complaint narratives, evidence or protected identities.
Complaint and inquiry information requires a separate confidentiality and access-control discipline.
ONBOARDING WORKFLOW
How does SHe-Box workplace onboarding work?
The Government's live portal and current official guidance should always control the operational steps because the interface and verification process can change.
At a high level, organisational onboarding can be understood in four stages.
01
Establish the workplace hierarchy
Identify the organisation, head office and relevant subordinate offices, branches or units before creating records.
For complex organisations, complete this mapping internally first.
02
Register the authorised workplace or nodal details
Provide the organisational and authorised-user information required by the current Government workflow.
The submitted information should match the organisation's underlying records.
03
Complete verification and workplace setup
Follow the verification process shown on the Government portal.
Once the appropriate access is established, add or maintain the relevant workplace and Internal Committee information in accordance with the live SHe-Box process.
04
Maintain the record
Registration is not a one-time exercise.
Review the SHe-Box record when there are changes to:
- workplace or office structure;
- authorised or nodal responsibility;
- IC composition;
- member tenure; or
- other information required by the current Government framework.
BEYOND SHE-BOX
Registration is one layer. POSH readiness is the wider system.
The POSH Act places employer responsibilities well beyond portal onboarding.
A practical readiness review should look across five connected areas.
01
Internal Committee governance
Is the IC properly constituted and current?
Does its composition, tenure and workplace coverage reflect the organisation as it actually operates?
For multi-location organisations, have different offices and administrative units been considered?
02
Policy, communication and workplace visibility
Do employees know:
- the organisation's expectations of workplace conduct;
- where concerns can be raised;
- who constitutes the Internal Committee; and
- how the complaint mechanism can be accessed?
Required notices and committee information should be appropriately displayed and communicated.
03
Awareness and IC capability
Section 19 of the POSH Act requires employers to organise regular awareness programmes for employees and orientation programmes for Internal Committee members.
A functioning system therefore requires more than policies and appointments.
People must understand how prevention, first response, confidentiality and redressal are supposed to work.
04
Complaint handling and confidentiality
Can the organisation receive a complaint without exposing it unnecessarily?
Are roles clear between HR, management and the statutory Internal Committee?
Are protected identities, documents and inquiry information restricted to authorised participants?
A compliant structure can still fail if its complaint-handling practices are weak.
05
Records, reporting and oversight
The statutory framework includes annual reporting by the Committee and employer-level reporting obligations.
This requires organisations to maintain reliable records throughout the year across areas such as:
IC governance → awareness → training → complaints → disposal → reporting —not reconstruct the compliance position only when a report becomes due.
Ask the stronger question.
Not only:
But:
“Can we demonstrate that the workplace system behind that registration is properly constituted, current and functioning?”
That is the more useful measure of POSH readiness.
YOUR NEXT STEP
Start with the gap your organisation actually has.
We already know that wider implementation support is needed
For organisations that need coordinated assistance across POSH governance, documentation, IC enablement, training, reporting and implementation.
Need specific help with IC constitution or restructuring?
Ready to use the Government portal?
If your organisation has prepared its workplace and governance information and is ready to proceed with official onboarding: