Organisations across India are increasingly revisiting how effectively they are implementing the Prevention of Sexual Harassment of Women at Workplace (POSH) Act, 2013. While most organisations today have a POSH policy and have constituted an Internal Committee (IC), many realise that a policy alone does not ensure that systems are fully prepared to respond when concerns arise.
Regularly reviewing how POSH processes function within the organisation helps ensure that employees feel confident about reporting concerns and that Internal Committees are able to carry out their responsibilities effectively.
For organisations looking to review their current practices, here are three quick POSH readiness checks that can be conducted internally.
These checks can help ensure that key elements of the POSH framework are functioning as intended
1. Review the Composition of the Internal Committee
Under the POSH Act, organisations with 10 or more employees are required to constitute an Internal Committee to address complaints related to workplace sexual harassment.
A useful starting point for organisations is to review whether the current Internal Committee is constituted in line with the requirements outlined under the Act.
The Internal Committee should include:
- A Presiding Officer Who Is A Senior Woman Employee
- At Least Two Employee Members Who Are Committed To The Cause Of Women Or Have Experience In Social Work Or Knowledge Relating To Sexual Harassment
- One External Member From A Non-Governmental Organisation Or Association Committed To The Cause Of Women, Or A Person Familiar With Issues Relating To Sexual Harassment
- At Least Half Of The Committee Members Must Be Women
In many organisations, Internal Committees are formed but may not always receive adequate preparation for their role. Members may benefit from periodic Internal Committee training to strengthen their understanding of inquiry processes, documentation practices, and how to manage sensitive workplace conversations.
Organisations also often review whether their external member is actively engaged with the committee’s functioning rather than participating only when a complaint is received.
A well-supported Internal Committee plays a critical role in helping organisations address concerns in a structured and respectful manner.
2. Ensure Key Documentation and Visibility Requirements Are in Place
Another useful readiness check is to review whether key documentation and visibility requirements related to POSH implementation are in place.
These include a few essential administrative steps that support transparency and awareness within the organisation.
Organisations can review whether they have:
- Issued Letters Of Appointment To All Internal Committee Members
- Displayed The Names And Contact Details Of Internal Committee Members At Conspicuous Places Within The Workplace, As Required Under The Act
- Ensured That The Committee Composition Aligns With The POSH Act Requirements
Displaying Internal Committee details in visible areas such as notice boards or internal communication platforms helps employees easily identify whom they can approach if they wish to raise a concern.
In addition to these requirements, organisations may also review whether records of POSH awareness sessions, employee sensitisation programs, and committee meetings are maintained appropriately.
Taking time to review these elements periodically helps ensure that POSH processes remain visible and accessible within the organisation.
3. Review Employee Awareness and Reporting Clarity
One of the most important aspects of POSH implementation is employee awareness.
Employees should be familiar with the organisation’s POSH policy and understand the avenues available for raising concerns if required.
Organisations may consider reviewing whether employees are aware of:
- What Kinds Of Workplace Behaviour May Fall Within The Scope Of Sexual Harassment Under The POSH Act
- How Concerns Can Be Reported To The Internal Committee
- Who The Current Internal Committee Members Are
- The Basic Process Followed After A Complaint Is Submitted
Many organisations conduct POSH awareness workshops or sensitisation sessions for employees to build understanding of respectful workplace behaviour and the reporting mechanisms available within the organisation.
Increasingly, organisations are also exploring interactive learning formats that help employees engage with the topic more meaningfully. These may include scenario-based discussions, facilitated conversations, or theatre-based learning experiences that help participants reflect on everyday workplace situations.
Such approaches often make it easier for employees to recognise inappropriate behaviour early and understand how they can respond as colleagues or bystanders.
Supporting POSH Implementation in Organisations
For many organisations, reviewing these aspects periodically helps ensure that the POSH framework continues to function effectively as teams grow and evolve.
At Breath Beings, we partner with organisations to strengthen workplace awareness and Internal Committee preparedness through a range of POSH-focused interventions.
These include:
- POSH External Member And Advisory Support For Internal Committees
- Internal Committee Training Programs
- POSH Workshops For Leaders And Managers
- Theatre-Based POSH Awareness Workshops For Employees
- POSH E-learning Modules That Help Organisations Scale Awareness Across Teams
These programs are designed to support organisations in building environments where employees feel comfortable discussing concerns and where workplace conduct is guided by mutual respect.
Taking a Moment to Review Your POSH Framework
The POSH Act provides organisations with a framework to address workplace sexual harassment and promote safe working environments.
Taking time to periodically review Internal Committee composition, documentation practices, and employee awareness levels can help organisations ensure that their systems remain clear and accessible to employees.
By focusing on both process and awareness, organisations can strengthen the culture of respect and accountability that the POSH framework seeks to support.
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