POSH Compliance Services and ICC Setup
We make your organisation fully compliant with the POSH Act, 2013, from constituting your Internal Committee and drafting the policy to training employees and supporting inquiries, so every workplace is safe and every complaint is handled correctly.
A safe workplace, backed by a compliant process
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, known as the POSH Act, requires every employer with 10 or more employees to constitute an Internal Committee at each office or administrative unit, adopt a policy, raise awareness and resolve complaints within strict timelines. Non-compliance can lead to fines and, for repeat violations, cancellation of business licences.
Nhancesmart provides end-to-end POSH compliance support. We help you constitute and document the Internal Committee, provide an experienced external member, draft a policy that reflects the law and your culture, train employees and committee members, and support the committee through inquiries and annual reporting.
Good POSH compliance is about more than avoiding penalties. A clear policy and a trusted committee make it easier for employees to raise concerns early and give leadership confidence that complaints are handled fairly and confidentially.
What's included
- Internal Committee (IC/ICC) constitution for each office or unit, with documentation
- External member from an NGO or with relevant expertise, as the Act requires
- POSH policy drafting or review, aligned with the Act and Rules
- Employee awareness sessions and committee member training
- Inquiry support: process guidance, documentation and report drafting
- Annual report to the District Officer and disclosures for board reports
- Display of the policy, committee details and consequences of harassment
- Periodic POSH compliance review and refresher training
Laws and rules covered
- Applicability
- Every employer with 10 or more employees must constitute an Internal Committee at each office or administrative unit.
- Committee composition
- A senior woman employee as Presiding Officer, at least two employee members and one external member; at least half the members must be women.
- Complaint timelines
- Complaints can be filed within three months of the incident, extendable by three more; inquiries must be completed within 90 days.
- Annual report
- The Internal Committee files an annual report, and the employer reports to the District Officer.
- Penalties
- Fines of up to ₹50,000 for non-compliance, doubled for repeat offences, with possible cancellation of licence or registration.
- Companies Act disclosure
- Companies disclose POSH compliance and complaint data in the board's report.
How our posh compliance service works
- STEP 01
Assess
We review your offices, headcount, existing policy and committee to identify gaps against the Act.
- STEP 02
Set up
The Internal Committee is constituted and documented, the external member is appointed and the policy is finalised.
- STEP 03
Train
Employees receive awareness sessions, and committee members are trained on the law and the inquiry process.
- STEP 04
Support
We support the committee on complaints and inquiries and prepare annual reports and disclosures.
How a POSH complaint should be handled
When a complaint is received, the Internal Committee may first attempt conciliation if the complainant requests it. Otherwise it conducts an inquiry following the principles of natural justice: both parties are heard, evidence is recorded and confidentiality is maintained throughout. The inquiry must be completed within 90 days, and the committee's report and recommendations are shared with the employer, who must act on them within 60 days.
Most procedural errors happen at this stage, and they can make an otherwise fair outcome open to challenge. Our team guides committees through each step and helps document the process properly.
POSH for growing and distributed teams
Companies adding offices or moving to hybrid work often find their POSH set-up has not kept pace. Every office or administrative unit with 10 or more employees needs its own committee, and policies need to cover remote and off-site conduct. We help you scale your POSH framework as you grow.
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POSH Compliance: frequently asked questions
Yes. Under the POSH Act, 2013, every employer with 10 or more employees must constitute an Internal Committee at each office or unit, adopt a policy, raise awareness and file an annual report. Non-compliance can attract a fine of up to ₹50,000.
End-to-end support: POSH policy drafting, Internal Committee constitution with the mandatory external member, employee and committee training, complaint handling support and annual report filing.
We recommend awareness training at induction and at least once a year for all employees, plus annual training for committee members. We run training online and on site, with certificates.
SHe-Box is the Government of India's online portal where women can register complaints of sexual harassment at the workplace. We help organisations understand how SHe-Box fits with their Internal Committee process and stay ready to respond to complaints raised through it.
A fine of up to ₹50,000, doubled for repeat violations, and possible cancellation of the employer's licence or registration. Gaps also surface during investor due diligence.
Yes. We provide a qualified external member, such as an advocate or a member of an NGO, as the POSH Act requires.
The inquiry must be completed within 90 days, and the Internal Committee must give its report to the employer within 10 days of completing it.
Yes. Employees and committee members receive a training completion certificate for your annual compliance records.
An Internal Committee is not required below 10 employees; complaints go to the Local Committee set up by the District Officer. We still recommend a POSH policy and awareness training for every workplace.
Legal expertise, the external member, training, complaint handling support and annual filing in one annual package, across Bangalore and pan-India.
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