The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“PoSH Act”) establishes a statutory framework to ensure that workplaces in India are safe, dignified, and respectful for women.
Over the years, PoSH compliance has evolved from basic policy adoption to a structured, ongoing compliance responsibility. By 2026, organisations are expected to demonstrate not only the existence of PoSH mechanisms, but also continuous implementation through training, awareness, documentation, and reporting.
This article explains what PoSH Act compliance means today, why it is important, and how organisations can meet their obligations in a practical and sustainable manner.
What Is PoSH Act Compliance?
PoSH Act compliance refers to an organisation’s adherence to its statutory duties under the Act, which include:
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Preventing sexual harassment at the workplace
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Prohibiting unacceptable conduct through clear policies
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Establishing effective redressal mechanisms
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Creating awareness among employees and leadership
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Maintaining documentation and submitting annual PoSH returns
Compliance is not a one-time action. It is a continuous process that must be integrated into organisational systems and culture.
Why PoSH Act Compliance Is Important
1. Statutory Obligation
The PoSH Act imposes direct legal duties on employers. Non-compliance can lead to:
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Monetary penalties
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Cancellation of licences or registrations
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Reputational harm
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Loss of employee trust
Compliance ensures that organisations meet their legal responsibilities under Indian law.
2. Safe, Respectful and Inclusive Workplaces
Effective PoSH compliance helps:
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Prevent workplace harassment
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Encourage early reporting of concerns
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Protect dignity and mental well-being
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Build a culture of accountability and respect
Employees are more engaged and productive in workplaces that prioritise safety and fairness.
3. Leadership and Governance Responsibility
By 2026, PoSH compliance is widely recognised as a governance and leadership issue, not merely an HR function.
Senior management and boards are expected to:
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Oversee PoSH implementation
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Ensure adequate resources and independence of mechanisms
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Review compliance status and annual disclosures
Strong leadership involvement strengthens organisational credibility.
Core Components of PoSH Act Compliance
1. PoSH Policy
Every covered organisation must have:
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A clearly drafted PoSH policy
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Definitions aligned with the Act
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Reporting and escalation mechanisms
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Confidentiality and anti-retaliation provisions
The policy should be easily accessible to all employees.
2. Constitution of the Internal Committee (IC)
Organisations must constitute an Internal Committee with:
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Proper composition as prescribed by law
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Trained members
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Independence and impartiality
An improperly constituted IC can undermine compliance efforts.
3. Regular PoSH Training and Awareness
PoSH compliance is incomplete without periodic training and sensitisation.
Under the PoSH framework, employers are expected to conduct training at regular intervals to ensure that employees, management, leadership, and IC members remain informed and aligned with statutory expectations.
Structured PoSH training typically includes:
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Employee awareness programmes
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Manager and supervisor sensitisation
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CXO and leadership-level training
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Specialised Internal Committee training
👉 For a detailed explanation of mandatory requirements, formats, and frequency, read our complete guide on PoSH Training in India (2026).
4. Role-Specific Training Is Critical
Different roles carry different responsibilities under the PoSH Act:
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Employees: Awareness of conduct, rights, and reporting
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Managers: Handling disclosures, escalation, and prevention of retaliation
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CXOs & Leadership: Oversight, accountability, and compliance review
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IC Members: Law, procedure, inquiry process, and report writing
Generic, one-size-fits-all training is no longer sufficient.
5. Compliance Checklist and Documentation
Effective PoSH compliance requires maintaining:
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Training attendance records
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IC appointment letters
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Policy circulation records
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Complaint registers (where applicable)
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Annual PoSH returns and disclosures
Documentation supports continuity, transparency, and accuracy in compliance reporting.
Importance of Annual PoSH Returns
Annual PoSH returns are a key statutory requirement and must accurately reflect:
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Number of complaints received and disposed
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Status of pending matters
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Training and awareness activities conducted
Nil reporting periods still require submission. Inaccurate or incomplete reporting can be treated as non-compliance.
Common PoSH Compliance Gaps Organisations Must Avoid
Some frequent gaps include:
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Treating PoSH as a one-time compliance task
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Conducting training irregularly or informally
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Not training IC members adequately
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Absence of leadership sensitisation
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Poor documentation and record-keeping
Addressing these gaps strengthens compliance maturity.
Best Practices for Sustainable PoSH Compliance
Organisations that demonstrate strong PoSH compliance typically:
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Conduct training at regular intervals
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Customise training by role and seniority
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Involve leadership and CXOs
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Maintain clear documentation
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Review compliance status periodically
These practices help embed PoSH compliance into organisational systems rather than treating it as a reactive obligation.
How NoMeansNo Supports PoSH Act Compliance
At NoMeansNo, PoSH compliance is approached as a holistic, ongoing framework, not a checklist exercise.
Our work focuses on:
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Policy support
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Role-specific PoSH training
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Internal Committee capacity building
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Leadership sensitisation
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Compliance-aligned documentation
This integrated approach helps organisations meet statutory expectations while fostering safe and respectful workplaces.
Final Thoughts: PoSH Compliance Is Continuous in 2026
In 2026, PoSH Act compliance is a continuous statutory responsibility that extends beyond policies and committees.
Organisations that invest in:
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Regular training
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Leadership awareness
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Proper documentation
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Accurate annual returns
are better positioned to maintain compliance, build trust, and sustain a positive workplace culture.
