Introduction
The Prevention of Sexual Harassment (POSH) Act, 2013 was introduced to ensure a safe, respectful, and inclusive workplace for all employees. While many organizations have implemented POSH policies, several continue to face compliance gaps that can expose them to legal risks, reputational damage, and employee dissatisfaction.
Understanding the most common POSH mistakes can help organizations build a stronger culture of safety and compliance.
1. Not Constituting an Internal Committee (IC)
One of the most common compliance failures is the absence of a properly constituted Internal Committee.According to the POSH Act, every organization with 10 or more employees must establish an Internal Committee to handle complaints related to workplace sexual harassment.
✅Common Mistakes:
No Internal Committee formed
Incorrect composition of committee members
Missing external member
Expired committee tenure
✅How to Avoid:
Appoint an IC immediately after crossing 10 employees.
Ensure the committee consists of trained members.
Include an external member as mandated by law.
Review committee composition annually.
2. Lack of Employee Awareness Training
Many organizations create a POSH policy but fail to educate employees about it.
Employees who are unaware of their rights and responsibilities may hesitate to report incidents or may unintentionally violate workplace conduct standards.
◾How to Avoid:
– Conduct annual POSH awareness sessions.
– Include POSH training during employee onboarding.
– Use real-life workplace scenarios.
– Maintain attendance records for compliance audits.
3. Inadequate Documentation
POSH compliance is not a one-time exercise. It requires continuous awareness, monitoring, and improvement.Organizations that conduct training only when required often fail to build a sustainable culture of respect.
Best Practices:
- Schedule annual refresher training.
- Review policies regularly.
- Conduct employee feedback surveys.
- Evaluate workplace culture and risks periodically.
Building a Respectful Workplace
A compliant workplace is not only about avoiding penalties—it is about creating an environment where employees feel safe, respected, and empowered to perform their best.
Organizations that invest in regular POSH awareness, strong Internal Committees, and transparent complaint mechanisms build stronger teams, improve employee trust, and enhance overall productivity.
Conclusion
POSH compliance is both a legal obligation and a business necessity. By addressing these common pitfalls, organizations can reduce risks, strengthen workplace culture, and demonstrate their commitment to employee wellbeing.
At Corise Consulting, we help organizations implement effective POSH frameworks through awareness programs, Internal Committee training, compliance audits, policy development, and workplace sensitization initiatives.