top of page
5POSH PRACTICE.jpg

POSH PRACTICE

EMPLOYER’S DUTY UNDER POSH ACT

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, mandates every employer to ensure a safe, harassment-free work environment for all employees, regardless of their level—manager or trainee.

Mandatory Compliance for Organizations
​
Under the PoSH Act, organizations must establish policies, prevention measures, and clear procedures to address sexual harassment. With rising reports of workplace harassment, especially from women in the corporate sector, it is essential to prevent such incidents as they significantly impact employees’ well-being and organizational morale.

DEFINITION AND SCOPE OF SEXUAL HARASSMENT UNDER POSH ACT

The 2013 PoSH Act defines sexual harassment as any “unwelcome acts or behavior,” including:

  • Physical contact and advances

  • Demands for sexual favors

  • Sexually colored remarks

  • Showing pornography

  • Any unwelcome physical, verbal, or non-verbal conduct of a sexual nature.

Compliance and Policy Reevaluation

Organizations with 10+ employees, including contract workers and interns, must adhere to PoSH regulations. As workplace boundaries expand, businesses must reassess policies to ensure all workplace settings and personnel are covered, with robust procedures to prevent and address incidents effectively.

COMPREHENSIVE POSH COMPLIANCE SOLUTIONS

At Khurana & Khurana, we recognize the importance of a welcoming and harassment-free workplace. Sexual harassment creates a hostile environment, limiting opportunities and impacting mental and physical well-being.

Commitment to Eradicating Discrimination
We aim to eliminate discriminatory behavior and restore employee trust, ensuring equal participation and opportunities through strict adherence to the Sexual Harassment of Women at Workplace Act, 2013.
​
Expert Assistance for Inclusive Workplaces
Our team of PoSH consultants, workplace diversity experts, and attorneys with 20+ years of experience helps businesses implement necessary compliance through documentation, consultation, and training services for inclusive, gender-neutral workplaces.

THE SERVICES WE PROVIDE ARE

  1. Policy review and Formulation

  2. Training and employee sensitization sessions
    i. Training Session for Internal Complaint Committee (ICC)
    ii. Training Session for Employees
    iii. Awareness Programs for Employees

  3. Legal Assistance/Opinion

  4. Statutory Compliance

  5. External Member Empanelment

  6. Annual compliance and Report Filing

  7. Notice & Posters

  8. Counselling for employees

Practice Contact
Adv. Chhavi Pande
Principal Associate – Litigation

bottom of page