GURUGRAM  – The Office of the Additional Deputy Commissioner has issued a fresh directive, D.O. No. 50 dated 23rd December 2025 . This latest notification mandates that all non-government organisations—including companies, hospitals, banks, and schools—operating within Gurugram must submit their POSH Act Annual Report for the calendar year ending 31st December 2025. The "7-Point Mandate" for 2025 The notification outlines a strict comprehensive checklist  that every employer

The Supreme Court in the Dr Sohail Malik vs Union Of India (2025) case ruled that the Internal Committee (ICC) at the aggrieved woman's workplace has the jurisdiction to conduct the initial fact-finding inquiry in inter-departmental POSH cases, rejecting the argument that only the respondent's ICC has authority. This critical decision simplifies the process for all employees and companies under the Sexual Harassment of Women at Workplace Act, 2013 (POSH Act).

Many companies unwittingly expose themselves to defamation suits by reporting a former employee as "guilty" of sexual harassment in a Background Verification (BGV) check when the inquiry is either pending, inconclusive, or the person was merely an "accused" (Respondent) without a final verdict. Confidentiality is a critical aspect for an effective inquiry and redressal mechanism under the PoSH Act. The primary legal framework governing non-disclosure is Section 16 of the Act.

One of the most common questions organisations face when setting up their Prevention of Sexual Harassment (POSH) framework is regarding role duality: Can the POSH Nodal Officer also serve as a member of the Internal Committee (IC)? The short answer: No. While the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 does not explicitly prohibit this, both the SHe-Box portal’s operational design and the principles of natural justice make suc

As of November 21, 2025, India has officially entered the era of the New Labour Codes, reshaping the foundations of employment law. HR teams are racing to realign payroll structures, leave rules, and social security contributions. But in this compliance rush, a dangerous blind spot has emerged. Most organisations are treating the POSH Act and the New Labour Codes as two separate, parallel compliance tracks. They are not. Our legal analysis shows that the Wage Code, Social Sec

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 ( POSH Act ) mandates that organisations with 10 or more employees file an Annual Report with the District Officer  for the preceding Calendar Year (January 1 to December 31). While the statutory guideline suggests a filing by January 31st  of the following year, true compliance hinges on diligently tracking district-specific directives . Non-compliance, even due to a missed local de

Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act), the Internal Committee (IC) is not a mere administrative formality it functions as a quasi-judicial authority whose findings form the foundation of any disciplinary action. Sections 11 and 13 of the POSH Act empower the IC to investigate, determine culpability, and recommend disciplinary measures. However, when the IC process is marred by procedural lapses, that fou

In the dynamic landscape of workplace compliance, clarity is paramount. For organisations striving to foster a safe and respectful environment, navigating the nuances of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the PoSH Act, is a continuous endeavour. A persistent question that often surfaces for employers, HR professionals, and Nodal Officers alike is: " Is the annual report to the District Officer still

It's been over a decade since the POSH Act, 2013, laid down a clear framework for workplace safety. The provision mandating an Internal...

In a legal landscape increasingly focused on robust mechanisms for preventing and redressing workplace sexual harassment, the question...

The journey of a sexual harassment complaint through our legal system can be complex, often moving between internal and external forums....

Inquiries into workplace sexual harassment complaints are governed by the Sexual Harassment of Women at Workplace (Prevention,...

Many companies in India are reducing POSH training to click-through online modules. But the POSH Act, 2013 requires true sensitisation—covering confidentiality, Internal Committee reporting, and legal implications of false complaints. SHE-BOX audits now demand proof of real training. Virtual-only POSH training may leave employees confused and expose companies to legal risk.

Creating a safe, respectful, and inclusive workplace is no longer just good practice - it’s a legal necessity in India. The Sexual...

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (PoSH Act) is a landmark piece of...

A significant directive from the Ministry of Women and Child Development, bolstered by a Supreme Court judgment, now mandates all...

In recent times, there has been a significant rise in awareness around the enforcement of the Sexual Harassment of Women at Workplace...

Not long ago, I came across a case that highlighted a rarely spoken challenge under workplace law. A senior project manager, (let’s call...

In the 21st century, while women are often seen as equal counterparts at work and home, from a woman's perspective, true equality remains...

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) provides a framework for...