Compliance & Documentation

Every Organization or Head of the Institutions are legally bound to comply with the POSH Act, 2013 and implement in letter and spirit the provisions of law. We do entire hand holding for our Clients and set up the POSH documentation and mechanism which include the following:

  • Drafting of POSH policy;
  • Drafting of the agenda of such IC/ICC including reviewing of the complaint to see whether it falls under sexual harassment case or not;
  • Setting out of timelines;
  • Appreciation of documentary evidences;
  • Listing out of witnesses;
  • Submission of written explanation by defendant;
  • Report Writing
  • Annual Report – Preparation and filing.

We can also conduct classroom workshops, if required.

“As per section 19(c) of the Act, the employer has to conduct awareness programmes at regular intervals for sensitizing employees with the provisions of the Act and orientation programmes for the IC/ICC and disclose the same in the IC/ICC Annual Report. “


The POSH Act, 2013 and Rules impose certain mandatory compliance measures on the Employer. For any non-compliance with the aforesaid mentioned Act, a fine is levied on the Employer (the Occupier or the Manager named by the organization) and/ or any person who supervises/ manages and controls the workplace with a fine of up to INR 50,000/-for the first offense; Twice the amount for the second offense and for any continued violation the Business/ Trade/ Factory, License shall be cancelled .There is no exemption provided in this.

Our Legal expert team which includes Supreme Court and various High Court Lawyers will assist you in the following:

  • Constitution of IC/ICC & its validity
  • Empanelment of external member for IC/ICC
  • Drafting of POSH Policy
  • Convening of meetings in case of POSH complaint
  • Carrying out investigation into complaint
  • Drafting of the Investigation Report.

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