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Home / Company Law & Secretarial Services / POSH Compliance
Last updated: 2 October 2026
Every workplace with 10 or more employees must have an Internal Committee to handle sexual harassment complaints, a written policy and yearly reporting. Our team sets up the framework, trains your people and keeps the annual filings and board-report disclosures on track.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — the POSH Act — applies to employers of every size and sector. Its key requirements are:
For companies, the Companies (Accounts) Rules were amended in 2025: from 14 July 2025 the board’s report must state the number of POSH complaints received, disposed of and pending for more than 90 days, along with employee headcount by gender and a statement on compliance with the Maternity Benefit Act. Non-compliance with the POSH Act can attract a penalty of up to ₹50,000, and higher penalties for repeat defaults.
Based on the POSH Act, 2013, the POSH Rules, 2013 and the Companies (Accounts) Rules, 2014 as amended in 2025. Last updated: 27 September 2026.
Threshold for an Internal Committee at each office or unit
Minimum share of women on the Internal Committee
One member from an NGO or with relevant expertise
Filed with the District Officer every year
Complaints pending beyond this are disclosed in the board’s report
Penalty for non-compliance, higher for repeat defaults
Most gaps are in structure and records, not intent.
The IC is formed only with employees, which is not a valid constitution.
The report to the District Officer is missed year after year.
The new complaint and gender disclosures from 2025 are left out.
POSH sits alongside other people and governance compliance.
Board’s report and filings.
Compliance with applicable laws.
Workplace policies.
Wider employment compliance.
We check your current policy, committee and records.
POSH policy drafted and approved.
Internal Committee constituted with an external member.
Awareness sessions and IC orientation.
Annual report prepared and filed with the District Officer.
Board’s report disclosures prepared each year.
POSH compliance continues every year.
Prepared by the IC and sent to the employer and District Officer.
Complaint numbers, gender headcount and Maternity Benefit Act statement.
Awareness sessions repeated regularly.
IC members serve up to three years; reconstitute on time.
Share your query and our team will reply during business hours.
Every employer must follow the POSH Act. An Internal Committee is required at each office or unit with 10 or more employees; smaller workplaces are covered by the Local Committee.
A senior woman employee as presiding officer, at least two employees committed to the cause, and one external member; at least half the members must be women.
From 14 July 2025, the number of complaints received, disposed of and pending over 90 days, employee headcount by gender, and a statement on Maternity Benefit Act compliance.
Up to ₹50,000, with higher penalties and possible cancellation of licences for repeat defaults.
Yes. The IC prepares an annual report that goes to the employer and the District Officer.
ACS – Director, Expertvuw Management Pvt Ltd
POSH compliance is handled by Expertvuw’s team. Internal Committee members are appointed by your organisation; external members and trainers are independent professionals.