POSH compliance isn't a cost line it's insurance for your organisation's reputation and the trust employees place in it. Done properly, it protects both your people and your business from legal exposure while keeping the workplace ethical and respectful.
At TSA, we build POSH compliance systems the way we build a case file thoroughly, with attention to what will actually hold up if scrutinised. Our approach is practical and business-friendly, but never at the cost of legal rigour.
What Is POSH Compliance?
POSH compliance means meeting the legal obligations that protect employees particularly women from sexual harassment at the workplace. Under the POSH Act, 2013, any organisation with 10 or more employees is required to comply.
Being compliant means your organisation can withstand an audit or legal dispute without gaps. In practice, that requires:
- A POSH Policy that meets statutory requirements
- A properly constituted Internal Committee (IC), including the mandatory external member
- A functioning complaint and inquiry process
- Regular POSH training for employees and IC members
- Maintained training records and timely filing of the annual POSH report
Setting Up Your Internal Committee (IC)
Every covered organisation must constitute an Internal Committee to receive and act on harassment complaints. The IC must include a senior woman employee as Presiding Officer, at least two employee members, one external member, and at least 50% women representation overall.