Part 8 - District monitoring, penalties and Rules

Section 20 - Duties and powers of District Officer | Finin2min Skip to content finin min Home POSH hub Section 20 Chapter VII - District Officer Section 20: Duties and powers of District Officer Requires the District Officer to monitor Local Committee reports and engage organisations for awareness and rights education. Act No. 14 of 2013 Authority: District Officer Data reviewed on 17 July 2026 In 2 minutes Requires the District Officer to monitor Local Committee reports and engage organisations for awareness and rights education. Statutory text 20. Duties and powers of District Officer.—The District Officer shall, — (a) monitor the timely submission of report furnished by the Local Committee; (b) take such measures as may be necessary for engaging non-governmental organisations for creation of awareness on sexual harassment and the rights of the women. Source transcription: India Code consolidated Act PDF. Check the official source for a live matter. Rule, authority, record and consequence map Related Central Rule No dedicated Central Rule; read the Act, applicable service rules and State material. Primary authority District Officer Core record LC reports and awareness engagement records Compliance consequence Implementation and monitoring deficiencies may attract Government and court scrutiny. Practical example The District Officer reviews Local Committee annual reports and commissions district awareness programmes for unorganised workplaces. Finin2min Q&A What should an employer or committee do first? Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies. What needs jurisdiction-specific checking? State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements. ← Section 19 POSH hub Section 21 → Section map Top POSH hub Timeline Employer checklist Primary sources Source note Use the official India Code text, the 2013 Rules and the applicable State layer.

Section 21 - Committee annual report | Finin2min Skip to content finin min Home POSH hub Section 21 Chapter VIII - Miscellaneous Section 21: Committee annual report Requires each Internal or Local Committee to prepare an annual report and send it to the employer and District Officer; the District Officer sends a brief report to the State Government. Act No. 14 of 2013 Authority: Internal Committee, Local Committee, employer and District Officer Data reviewed on 17 July 2026 In 2 minutes Requires each Internal or Local Committee to prepare an annual report and send it to the employer and District Officer; the District Officer sends a brief report to the State Government. Statutory text 21. Committee to submit annual report.— (1) The Internal Committee or the Local Committee, as the case may be, shall in each calendar year prepare, in such form and at such time as may be prescribed, an annual report and submit the same to the employer and the District Officer. (2) The District Officer shall forward a brief report on the annual reports received under sub-section (1) to the State Government. Source transcription: India Code consolidated Act PDF. Check the official source for a live matter. Rule, authority, record and consequence map Related Central Rule Rule 14: Preparation of annual report Primary authority Internal Committee, Local Committee, employer and District Officer Core record IC/LC annual report and submission proof Compliance consequence Missing, inconsistent or inaccurate annual reports undermine section 22, SHe-Box and Government data duties. Practical example The committee's year-end report reconciles complaints received, disposed, pending over ninety days, workshops and action taken before submission. Finin2min Q&A What should an employer or committee do first? Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies. What needs jurisdiction-specific checking? State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements. ← Section 20 POSH hub Section 22 → Section map Top POSH hub Timeline Employer checklist Primary sources Source note Use the official India Code text, the 2013 Rules and the applicable State layer.

Section 22 - Employer reporting | Finin2min Skip to content finin min Home POSH hub Section 22 Chapter VIII - Miscellaneous Section 22: Employer reporting Requires the employer to include complaint and disposal information in its annual report or report it to the District Officer where no annual report is otherwise prepared. Act No. 14 of 2013 Authority: Employer / Board and District Officer Data reviewed on 17 July 2026 In 2 minutes Requires the employer to include complaint and disposal information in its annual report or report it to the District Officer where no annual report is otherwise prepared. Company reporting: from 14 July 2025, the Companies (Accounts) Rules require the Board’s Report to state complaints received, disposed and pending for more than ninety days, alongside the POSH compliance statement. Statutory text 22. Employer to include information in annual report.—The employer shall include in its report the number of cases filed, if any, and their disposal under this Act in the annual report of his organisation or where no such report is required to be prepared, intimate such number of cases, if any, to the District Officer. Source transcription: India Code consolidated Act PDF. Check the official source for a live matter. Rule, authority, record and consequence map Related Central Rule Rule 14: Preparation of annual report Primary authority Employer / Board and District Officer Core record Annual report, Board's Report and District Officer filing proof Compliance consequence Non-reporting can trigger POSH exposure; companies also face Companies Act reporting consequences. Practical example A company aligns the committee annual report, Board's Report disclosures and District Officer submission so the counts are consistent. Finin2min Q&A What should an employer or committee do first? Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies. What needs jurisdiction-specific checking? State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements. ← Section 21 POSH hub Section 23 → Section map Top POSH hub Timeline Employer checklist Primary sources Source note Use the official India Code text, the 2013 Rules and the applicable State layer.

Section 23 - Government monitoring and data | Finin2min Skip to content finin min Home POSH hub Section 23 Chapter VIII - Miscellaneous Section 23: Government monitoring and data Requires Government monitoring and maintenance of complaint and disposal data. Act No. 14 of 2013 Authority: Appropriate Government Data reviewed on 17 July 2026 In 2 minutes Requires Government monitoring and maintenance of complaint and disposal data. Statutory text 23. Appropriate Government to monitor implementation and maintain data.—The appropriate Government shall monitor the implementation of this Act and maintain date on the number of cases filed and disposed of in respect of all cases of sexual harassment at workplace. Source transcription: India Code consolidated Act PDF. Check the official source for a live matter. Rule, authority, record and consequence map Related Central Rule Rule 14: Preparation of annual report Primary authority Appropriate Government Core record Aggregate Government data register Compliance consequence Failure weakens statutory monitoring and court-directed implementation. Practical example The department maintains aggregate received-and-disposed data without exposing protected identities. Finin2min Q&A What should an employer or committee do first? Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies. What needs jurisdiction-specific checking? State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements. ← Section 22 POSH hub Section 24 → Section map Top POSH hub Timeline Employer checklist Primary sources Source note Use the official India Code text, the 2013 Rules and the applicable State layer.

Section 24 - Government publicity measures | Finin2min Skip to content finin min Home POSH hub Section 24 Chapter VIII - Miscellaneous Section 24: Government publicity measures Requires publicity, awareness and Local Committee training measures by the appropriate Government. Act No. 14 of 2013 Authority: Appropriate Government Data reviewed on 17 July 2026 In 2 minutes Requires publicity, awareness and Local Committee training measures by the appropriate Government. Statutory text 24. Appropriate Government to take measures to publicise the Act.—The appropriate Government may, subject to the availability of financial and other resources, — (a) develop relevant information, education, communication and training materials, and organise awareness programmes, to advance the understanding of the public of the provisions of this Act providing for protection against sexual harassment of woman at workplace; (b) formulate orientation and training programmes for the members of the 1[Local Committee]. Source transcription: India Code consolidated Act PDF. Check the official source for a live matter. Rule, authority, record and consequence map Related Central Rule Rule 13: Manner to organise workshops and awareness Primary authority Appropriate Government Core record Publicity and training programme records Compliance consequence Insufficient publicity or training impairs access and may be examined in implementation proceedings. Practical example A State department publishes access routes and trains Local Committee members instead of relying only on a general awareness circular. Finin2min Q&A What should an employer or committee do first? Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies. What needs jurisdiction-specific checking? State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements. ← Section 23 POSH hub Section 25 → Section map Top POSH hub Timeline Employer checklist Primary sources Source note Use the official India Code text, the 2013 Rules and the applicable State layer.

Section 25 - Information calls and inspection of records | Finin2min Skip to content finin min Home POSH hub Section 25 Chapter VIII - Miscellaneous Section 25: Information calls and inspection of records Allows Government to call for workplace information and authorise inspection of records relating to sexual harassment. Act No. 14 of 2013 Authority: Appropriate Government / authorised officer Data reviewed on 17 July 2026 In 2 minutes Allows Government to call for workplace information and authorise inspection of records relating to sexual harassment. Statutory text 25. Power to call for information and inspection of records.—(1) The appropriate Government, on being satisfied that it is necessary in the public interest or in the interest of women employees at a workplace to do so, by order in writing,— (a) call upon any employer or District Officer to furnish in writing such information relating to sexual harassment as it may require; (b) authorise any officer to make inspection of the records and workplace in relation to sexual harassment, who shall submit a report of such inspection to it within such period as may be specified in the order. (2) Every employer and District Officer shall produce on demand before the officer making the inspection all information, records and other documents in his custody having a bearing on the subject matter of such inspection. Source transcription: India Code consolidated Act PDF. Check the official source for a live matter. Rule, authority, record and consequence map Related Central Rule No dedicated Central Rule; read the Act, applicable service rules and State material. Primary authority Appropriate Government / authorised officer Core record Inspection notice and production index Compliance consequence Non-production can lead to inspection findings and support enforcement. Practical example During an inspection, the establishment should be able to produce the committee order, policy, training records and annual reports without disclosing material beyond lawful necessity. Finin2min Q&A What should an employer or committee do first? Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies. What needs jurisdiction-specific checking? State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements. ← Section 24 POSH hub Section 26 → Section map Top POSH hub Timeline Employer checklist Primary sources Source note Use the official India Code text, the 2013 Rules and the applicable State layer.

Section 26 - Penalty for employer non-compliance | Finin2min Skip to content finin min Home POSH hub Section 26 Chapter VIII - Miscellaneous Section 26: Penalty for employer non-compliance Imposes a fine up to INR 50,000 for specified employer failures. Repeat conviction can attract double punishment and cancellation, withdrawal or non-renewal of licence or registration. Act No. 14 of 2013 Authority: Court; licensing or registration authority on repeat conviction Data reviewed on 17 July 2026 In 2 minutes Imposes a fine up to INR 50,000 for specified employer failures. Repeat conviction can attract double punishment and cancellation, withdrawal or non-renewal of licence or registration. Statutory text 26. Penalty for non-compliance with provisions of Act.—(1) Where the employer fails to— (a) constitute an Internal Committee under sub-section (1) of section 4; 1. Subs. by Act 23 of 2016, s. 3 and the Second Schedule, for “Local Complaints Committee” (w.e.f. 6-5-2016). (b) take action under sections 13, 14 and 22; and (c) contravenes or attempts to contravene or abets contravention of other provisions of this Act or any rules made thereunder, he shall be punishable with fine which may extend to fifty thousand rupees. (2) If any employer, after having been previously convicted of an offence punishable under this Act subsequently commits and is convicted of the same offence, he shall be liable to— (i) twice the punishment, which might have been imposed on a first conviction, subject to the punishment being maximum provided for the same offence: Provided that in case a higher punishment is prescribed under any other law for the time being in force, for the offence for which the accused is being prosecuted, the court shall take due cognizance of the same while awarding the punishment; (ii) cancellation, of his licence or withdrawal, or non-renewal, or approval, or cancellation of the registration, as the case may be, by the Government or local authority required for carrying on his business or activity. Source transcription: India Code consolidated Act PDF. Check the official source for a live matter. Rule, authority, record and consequence map Related Central Rule No dedicated Central Rule; read the Act, applicable service rules and State material. Primary authority Court; licensing or registration authority on repeat conviction Core record Prosecution and licence/registration correspondence Compliance consequence Fine up to INR 50,000; repeat conviction can double punishment and affect licence or registration. Practical example Failure to constitute the committee or act on recommendations can result in prosecution and a fine; a repeated conviction exposes the establishment's licence or registration. Finin2min Q&A What should an employer or committee do first? Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies. What needs jurisdiction-specific checking? State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements. ← Section 25 POSH hub Section 27 → Section map Top POSH hub Timeline Employer checklist Primary sources Source note Use the official India Code text, the 2013 Rules and the applicable State layer.

Section 27 - Cognizance of offences | Finin2min Skip to content finin min Home POSH hub Section 27 Chapter VIII - Miscellaneous Section 27: Cognizance of offences Restricts court cognizance to complaints by the aggrieved woman or an authorised committee officer and prescribes the competent court level. Act No. 14 of 2013 Authority: Aggrieved woman or authorised Committee officer; Magistrate/Metropolitan Magistrate Data reviewed on 17 July 2026 In 2 minutes Restricts court cognizance to complaints by the aggrieved woman or an authorised committee officer and prescribes the competent court level. Statutory text 27. Cognizance of offence by courts.—(1) No court shall take cognizance of any offence punishable under this Act or any rules made thereunder, save on a complaint made by the aggrieved woman or any person authorised by the Internal Committee or Local Committee in this behalf. (2) No court inferior to that of a Metropolitan Magistrate or a Judicial Magistrate of the first class shall try any offence punishable under this Act. (3) Every offence under this Act shall be non-cognizable. Source transcription: India Code consolidated Act PDF. Check the official source for a live matter. Rule, authority, record and consequence map Related Central Rule No dedicated Central Rule; read the Act, applicable service rules and State material. Primary authority Aggrieved woman or authorised Committee officer; Magistrate/Metropolitan Magistrate Core record Authorisation and complaint filing proof Compliance consequence A complaint by an unauthorised person may not satisfy the cognizance requirement. Practical example A criminal complaint under this Act is initiated through the statutorily authorised complainant or committee officer rather than any unrelated person. Finin2min Q&A What should an employer or committee do first? Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies. What needs jurisdiction-specific checking? State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements. ← Section 26 POSH hub Section 28 → Section map Top POSH hub Timeline Employer checklist Primary sources Source note Use the official India Code text, the 2013 Rules and the applicable State layer.

Section 28 - Act additional to other laws | Finin2min Skip to content finin min Home POSH hub Section 28 Chapter VIII - Miscellaneous Section 28: Act additional to other laws Clarifies that POSH remedies supplement, rather than replace, remedies under other laws. Act No. 14 of 2013 Authority: All competent forums Data reviewed on 17 July 2026 In 2 minutes Clarifies that POSH remedies supplement, rather than replace, remedies under other laws. Statutory text 28. Act not in derogation of any other law.—The provisions of this Act shall be in addition to and not in derogation of the provisions of any other law for the time being in force. Source transcription: India Code consolidated Act PDF. Check the official source for a live matter. Rule, authority, record and consequence map Related Central Rule No dedicated Central Rule; read the Act, applicable service rules and State material. Primary authority All competent forums Core record Parallel-proceeding tracker Compliance consequence Parallel civil, service, labour and criminal consequences may continue. Practical example The same facts may require POSH inquiry, disciplinary action and police reporting under applicable criminal law; one track does not automatically extinguish the others. Finin2min Q&A What should an employer or committee do first? Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies. What needs jurisdiction-specific checking? State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements. ← Section 27 POSH hub Section 29 → Section map Top POSH hub Timeline Employer checklist Primary sources Source note Use the official India Code text, the 2013 Rules and the applicable State layer.

Section 29 - Rule-making power | Finin2min Skip to content finin min Home POSH hub Section 29 Chapter VIII - Miscellaneous Section 29: Rule-making power Lists matters for Central and State rule-making, including committee allowances, inquiry procedure, action, appeal, confidentiality penalty and annual report details. Act No. 14 of 2013 Authority: Central and State Governments Data reviewed on 17 July 2026 In 2 minutes Lists matters for Central and State rule-making, including committee allowances, inquiry procedure, action, appeal, confidentiality penalty and annual report details. Statutory text 29. Power of appropriate Government to make rules.—(1) The Central Government may, by notification in the Official Gazette, make rules for carrying out the provisions of this Act. (2) In particular and without prejudice to the generality of the foregoing power, such rules may provide for all or any of the following matters, namely:— (a) the fees or allowances to be paid to the Members under sub-section (4) of section 4; (b) nomination of members under clause (c) of sub-section (1) of section 7; (c) the fees or allowances to be paid to the Chairperson, and Members under sub-section (4) of section 7; (d) the person who may make complaint under sub-section (2) of section 9; (e) the manner of inquiry under sub-section (1) of section 11; (f) the powers for making an inquiry under clause (c) of sub-section (2) of section 11; (g) the relief to be recommended under clause (c) of sub-section (1) of section 12; (h) the manner of action to be taken under clause (i) of sub-section (3) of section 13; (i) the manner of action to be taken under sub-sections (1) and (2) of section 14; (j) the manner of action to be taken under section 17; (k) the manner of appeal under sub-section (1) of section 18; (l) the manner of organising workshops, awareness programmes for sensitising the employees and orientation programmes for the members of the Internal Committee under clause (c) of section 19; and (m) the form and time for preparation of annual report by Internal Committee and the Local Committee under sub-section (1) of section 21. (3) Every rule made by the Central Government under this Act shall be laid as soon as may be after it is made, before each House of Parliament, while it is in session, for a total period of thirty days which may be comprised in one session or in two or more successive sessions, and if, before the expiry of the session immediately following the session or the successive sessions aforesaid, both Houses agree in making any modification in the rule or both Houses agree that the rule should not be made, the rule shall thereafter have effect only in such modified form or be of no effect, as the case may be; so, however, that any such modification or annulment shall be without prejudice to the validity of anything previously done under that rule. (4) Any rule made under sub-section (4) of section 8 by the State Government shall be laid, as soon as may be after it is made, before each House of the State Legislature where it consists of two Houses, or where such Legislature consists of one House, before that House. Source transcription: India Code consolidated Act PDF. Check the official source for a live matter. Rule, authority, record and consequence map Related Central Rule Rule 1: Short title and commencement Rule 2: Definitions Rule 3: Fees or allowances for external member of Internal Committee Rule 4: Person familiar with issues relating to sexual harassment Rule 5: Fees or allowances for Chairperson and members of Local Committee Rule 6: Complaint of sexual harassment by another person Rule 7: Manner of inquiry into complaint Rule 8: Other relief during pendency of inquiry Rule 9: Manner of taking action for sexual harassment Rule 10: Action for false or malicious complaint or false evidence Rule 11: Appeal Rule 12: Penalty for contravention of confidentiality Rule 13: Manner to organise workshops and awareness Rule 14: Preparation of annual report Primary authority Central and State Governments Core record Rules and jurisdictional legal register Compliance consequence Compliance based only on the Act can miss prescribed procedural requirements. Practical example A compliance team reads the Act with the 2013 Rules because procedural deadlines and annual-report fields sit in the Rules. Finin2min Q&A What should an employer or committee do first? Create the record identified above, check the linked Rule and preserve a dated decision trail. Do not replace the statutory process with an informal HR discussion where the Act applies. What needs jurisdiction-specific checking? State rules and notifications, District Officer and Local Committee details, service rules, standing orders, appellate forum and any sector regulator requirements. ← Section 28 POSH hub Section 30 → Section map Top POSH hub Timeline Employer checklist Primary sources Source note Use the official India Code text, the 2013 Rules and the applicable State layer.

Rule 1 - Short title and commencement | Finin2min Skip to content finin min Home POSH hub Rule 1 POSH Rules, 2013 · G.S.R. 769(E) Rule 1: Short title and commencement The Rules commenced with their Gazette publication on 9 December 2013. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 1. Short title and commencement. - (1) These rules may be called the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013. (2) They shall come into force on the date of their publication in the Official Gazette. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation The Rules commenced with their Gazette publication on 9 December 2013. Linked Act sections Section 1 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 2 - Definitions | Finin2min Skip to content finin min Home POSH hub Rule 2 POSH Rules, 2013 · G.S.R. 769(E) Rule 2: Definitions These definitions support the procedural Rules and import undefined expressions from the Act. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 2. Definitions. - In these rules, unless the context otherwise requires,- (a) “Act” means the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (14 of 2013); (b) “complaint” means the complaint made under section 9; (c) “Complaints Committee” means the Internal Committee or the Local Committee, as the case may be; (d) “incident” means an incident of sexual harassment as defined in clause (n) of section 2; (e) “section” means a section of the Act; (f) “special educator” means a person trained in communication with people with special needs in a way that addresses their individual differences and needs; (g) words and expressions used herein and not defined but defined in the Act shall have the meanings respectively assigned to them in the Act. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation These definitions support the procedural Rules and import undefined expressions from the Act. Linked Act sections Section 2 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 3 - Fees or allowances for external member of Internal Committee | Finin2min Skip to content finin min Home POSH hub Rule 3 POSH Rules, 2013 · G.S.R. 769(E) Rule 3: Fees or allowances for external member of Internal Committee The employer bears the prescribed external-member sitting and travel cost. The amounts are the text of the Central Rules; check any applicable State rule or later notification before payment. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 3. Fees or allowances for Member of Internal Committee. - (1) The Member appointed from amongst non-government organisations shall be entitled to an allowance of two hundred rupees per day for holding the proceedings of the Internal Committee and also the reimbursement of travel cost incurred in travelling by train in three tier air condition or air conditioned bus and auto rickshaw or taxi, or the actual amount spent by him on travel, whichever is less. (2) The employer shall be responsible for the payment of allowances referred to in sub-rule (1). Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation The employer bears the prescribed external-member sitting and travel cost. The amounts are the text of the Central Rules; check any applicable State rule or later notification before payment. Linked Act sections Section 4 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 4 - Person familiar with issues relating to sexual harassment | Finin2min Skip to content finin min Home POSH hub Rule 4 POSH Rules, 2013 · G.S.R. 769(E) Rule 4: Person familiar with issues relating to sexual harassment Expertise can arise through at least five years of relevant social work or familiarity with labour, service, civil or criminal law. The statutory appointment clause and current SHe-Box empanelment process should also be checked. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 4. Person familiar with issues relating to sexual harassment. - Person familiar with the issues relating to sexual harassment for the purpose of clause (c) of sub-section (1) of section 7 shall be a person who has expertise on issues relating to sexual harassment and may include any of the following:- (a) a social worker with at least five years' experience in the field of social work which leads to creation of societal conditions favourable towards empowerment of women and in particular in addressing workplace sexual harassment; (b) a person who is familiar with labour, service, civil or criminal law. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation Expertise can arise through at least five years of relevant social work or familiarity with labour, service, civil or criminal law. The statutory appointment clause and current SHe-Box empanelment process should also be checked. Linked Act sections Section 6 Section 7 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 5 - Fees or allowances for Chairperson and members of Local Committee | Finin2min Skip to content finin min Home POSH hub Rule 5 POSH Rules, 2013 · G.S.R. 769(E) Rule 5: Fees or allowances for Chairperson and members of Local Committee The District Officer funds the prescribed Local Committee allowances and travel reimbursement under the Central Rules, subject to applicable jurisdictional provisions. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 5. Fees or allowances for Chairperson and Members of Local Committee. - (1) The Chairperson of the Local Committee shall be entitled to an allowance of two hundred and fifty rupees per day for holding the proceedings of the said Committee. (2) The Members of the Local Committee other than the Members nominated under clauses (b) and (d) of sub-section (1) of section 7 shall be entitled to an allowance of two hundred rupees per day for holding the proceedings of the said Committee and also the reimbursement of travel cost incurred in travelling by train in three tier air condition or air conditioned bus and auto rickshaw or taxi, or the actual amount spent by him on travel, whichever is less. (3) The District Officer shall be responsible for the payment of allowances referred to in sub-rules (1) and (2). Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation The District Officer funds the prescribed Local Committee allowances and travel reimbursement under the Central Rules, subject to applicable jurisdictional provisions. Linked Act sections Section 6 Section 7 Section 8 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 6 - Complaint of sexual harassment by another person | Finin2min Skip to content finin min Home POSH hub Rule 6 POSH Rules, 2013 · G.S.R. 769(E) Rule 6: Complaint of sexual harassment by another person The rule prevents incapacity, death or inability from blocking access to the complaint mechanism and specifies consent safeguards. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 6. Complaint of sexual harassment. - For the purpose of sub-section (2) of section 9,- (i) where the aggrieved woman is unable to make a complaint on account of her physical incapacity, a complaint may be filed by her relative or friend; her co-worker; an officer of the National Commission for Women or State Women's Commission; or any person who has knowledge of the incident, with her written consent; (ii) where she is unable to complain on account of mental incapacity, a complaint may be filed by her relative or friend; a special educator; a qualified psychiatrist or psychologist; the guardian or authority under whose care she is receiving treatment or care; or a person with knowledge of the incident jointly with one of those persons; (iii) where she is unable to complain for any other reason, a person with knowledge of the incident may file with her written consent; (iv) where she is dead, a person with knowledge of the incident may file with the written consent of her legal heir. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation The rule prevents incapacity, death or inability from blocking access to the complaint mechanism and specifies consent safeguards. Linked Act sections Section 6 Section 9 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 7 - Manner of inquiry into complaint | Finin2min Skip to content finin min Home POSH hub Rule 7 POSH Rules, 2013 · G.S.R. 769(E) Rule 7: Manner of inquiry into complaint This is the central procedural backbone: copies, service, reply time, natural justice, absence protocol, no legal practitioners and minimum quorum. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 7. Manner of inquiry into complaint. - (1) Subject to section 11, the complainant shall submit six copies of the complaint with supporting documents and names and addresses of witnesses. (2) The Complaints Committee shall send a copy to the respondent within seven working days. (3) The respondent shall file a reply with documents and witness details within ten working days of receipt. (4) The inquiry shall follow the principles of natural justice. (5) The Committee may terminate proceedings or proceed ex parte after three consecutive absences without sufficient cause, but only after fifteen days' advance written notice. (6) Parties shall not bring a legal practitioner to represent them before the Committee. (7) At least three Committee members, including the Presiding Officer or Chairperson, must be present. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation This is the central procedural backbone: copies, service, reply time, natural justice, absence protocol, no legal practitioners and minimum quorum. Linked Act sections Section 9 Section 10 Section 11 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 8 - Other relief during pendency of inquiry | Finin2min Skip to content finin min Home POSH hub Rule 8 POSH Rules, 2013 · G.S.R. 769(E) Rule 8: Other relief during pendency of inquiry These prescribed measures supplement the transfer and leave relief listed in section 12. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 8. Other relief to complainant during pendency of inquiry. - At the written request of the aggrieved woman, the Complaints Committee may recommend that the employer restrain the respondent from reporting on her work performance or writing her confidential report and assign that function to another officer; or, in an educational institution, restrain the respondent from supervising her academic activity. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation These prescribed measures supplement the transfer and leave relief listed in section 12. Linked Act sections Section 12 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 9 - Manner of taking action for sexual harassment | Finin2min Skip to content finin min Home POSH hub Rule 9 POSH Rules, 2013 · G.S.R. 769(E) Rule 9: Manner of taking action for sexual harassment Where service rules do not prescribe action, the rule supplies a non-exhaustive range of disciplinary recommendations. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 9. Manner of taking action for sexual harassment. - Except where service rules exist, when the allegation is proved the Committee may recommend action including written apology, warning, reprimand or censure, withholding promotion, withholding pay rise or increments, termination from service, counselling or community service. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation Where service rules do not prescribe action, the rule supplies a non-exhaustive range of disciplinary recommendations. Linked Act sections Section 13 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 10 - Action for false or malicious complaint or false evidence | Finin2min Skip to content finin min Home POSH hub Rule 10 POSH Rules, 2013 · G.S.R. 769(E) Rule 10: Action for false or malicious complaint or false evidence Action requires a specific finding of malice, knowing falsity or forged/misleading material; mere failure to prove a complaint is insufficient under section 14. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 10. Action for false or malicious complaint or false evidence. - Except where service rules exist, where the Committee concludes that the allegation was malicious, the complaint was knowingly false, or a forged or misleading document was produced, it may recommend action in accordance with rule 9. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation Action requires a specific finding of malice, knowing falsity or forged/misleading material; mere failure to prove a complaint is insufficient under section 14. Linked Act sections Section 14 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 11 - Appeal | Finin2min Skip to content finin min Home POSH hub Rule 11 POSH Rules, 2013 · G.S.R. 769(E) Rule 11: Appeal The prescribed appeal text refers to the 1946 Standing Orders Act. Deployment should cross-link the current Industrial Relations Code transition page and applicable service-rule forum rather than presenting one universal forum. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 11. Appeal. - Subject to section 18, an aggrieved person may appeal covered recommendations, confidentiality action or non-implementation to the appellate authority notified under the Industrial Employment (Standing Orders) Act, 1946. The forum must be read with the applicable service rules and the current labour-law transition. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation The prescribed appeal text refers to the 1946 Standing Orders Act. Deployment should cross-link the current Industrial Relations Code transition page and applicable service-rule forum rather than presenting one universal forum. Linked Act sections Section 18 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 12 - Penalty for contravention of confidentiality | Finin2min Skip to content finin min Home POSH hub Rule 12 POSH Rules, 2013 · G.S.R. 769(E) Rule 12: Penalty for contravention of confidentiality This prescribed recovery is separate from any service-rule consequence and must be applied with section 17. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 12. Penalty for contravention of section 16. - Subject to section 17, if a person contravenes section 16, the employer shall recover five thousand rupees as penalty from that person. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation This prescribed recovery is separate from any service-rule consequence and must be applied with section 17. Linked Act sections Section 16 Section 17 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 13 - Manner to organise workshops and awareness | Finin2min Skip to content finin min Home POSH hub Rule 13 POSH Rules, 2013 · G.S.R. 769(E) Rule 13: Manner to organise workshops and awareness A policy alone is insufficient. The Rule requires dissemination, employee awareness, Committee training, contact disclosure and recurring capacity building. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 13. Manner to organise workshops, etc. - Subject to section 19, every employer shall formulate and widely disseminate an internal policy; orient Internal Committee members; conduct employee awareness and dialogue programmes; conduct capacity and skill building for Committee members; declare Committee member names and contact details; and use State Government modules for workshops and sensitisation. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation A policy alone is insufficient. The Rule requires dissemination, employee awareness, Committee training, contact disclosure and recurring capacity building. Linked Act sections Section 3 Section 4 Section 19 Section 24 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources

Rule 14 - Preparation of annual report | Finin2min Skip to content finin min Home POSH hub Rule 14 POSH Rules, 2013 · G.S.R. 769(E) Rule 14: Preparation of annual report The five fields should reconcile with the employer's annual reporting, District Officer submission, SHe-Box data and, for companies, Board's Report figures. Central Rule 9 December 2013 Data reviewed on 17 July 2026 Rule text 14. Preparation of annual report. - The annual report under section 21 shall state: (a) complaints received during the year; (b) complaints disposed during the year; (c) cases pending for more than ninety days; (d) workshops or awareness programmes conducted; and (e) nature of action taken by the employer or District Officer. Transcribed from the Ministry of Women and Child Development Gazette PDF. For live reliance, open the official PDF in the source register. Finin2min explanation The five fields should reconcile with the employer's annual reporting, District Officer submission, SHe-Box data and, for companies, Board's Report figures. Linked Act sections Section 21 Section 22 Section 23 Section 29 Implementation control Assign an owner, preserve the evidence required by this Rule, record deadlines and check whether State rules or applicable service rules add a requirement. Rule navigation POSH hub Employer checklist Section-rule map Official sources