In 2 minutes
POSH remains a separate central law outside the four labour codes.
Sections 4 and 6: fewer than ten workers routes to the Local Committee; ten or more requires an Internal Committee.
The external member must meet statutory criteria and be independent.
Confidentiality applies throughout the process (section 16).
Natural justice, interim protection and anti-retaliation are critical.
Annual reporting and board/management oversight should be evidenced.
Legal map
- Sexual Harassment of Women at Workplace Act, 2013 (30 sections)
- POSH Rules, 2013 (14 rules)
- Relevant government advisories and judicial decisions (incl. Aureliano Fernandes)
- State/district Local Committee processes
Owner actions
- Validate Internal/Local Committee composition and tenure.
- Publish policy and complaint channels; register on SHe-Box.
- Train employees and Committee members annually.
- Maintain confidential case tracker and statutory timelines.
- File annual report and Board's Report disclosure (Companies (Accounts) Rules).
High-risk operational paths — full provision detail
Internal Committee
Constitution, composition and tenure. (Section 4)
Local Committee
Jurisdiction for <10-worker establishments. (Section 6)
Complaint
Filing, limitation and assistance. (Section 9)
Inquiry
Manner of inquiry into complaint. (Section 11)
Confidentiality
Complaint and inquiry proceedings. (Section 16)
Employer duties
Statutory obligations and prevention. (Section 19)
Practical examples
| Scenario | Finin2min treatment |
|---|---|
| Complaint is made against a senior leader | Maintain independence, confidentiality, conflict checks, interim protection and statutory timelines. |
| Establishment has fewer than 10 workers | Route to the district Local Committee under sections 4 and 6 rather than constituting an Internal Committee. |
Common control failures
Questions and answers
Is this POSH Workplace Compliance Hub a substitute for the official law?
No. It is an explanation and checklist, not the law itself. The official Act, Rules, notifications, state instrument and case law govern.
Where is the full section-by-section and rule-by-rule text?
In the POSH Act sections and POSH Rules repository: full statutory text, explanation, worked example, consequence and official sources for all 30 sections and 14 rules, plus 14 practical guides.
What date is the legal position based on?
Data reviewed on 17 July 2026. State instruments and portals should be checked on the transaction date.
Fewer than ten workers — is an Internal Committee still required?
No. Sections 4 and 6 read together: fewer than ten workers routes to the district Local Committee; ten or more requires an Internal Committee. "More than ten" is not the correct statutory threshold.
Is "Internal Committee" the same as "Internal Complaints Committee/ICC"?
Yes in substance — "Internal Committee" is the current consolidated statutory terminology; "ICC" is a widely used legacy/search term for the same body.
Does the Act only apply to women?
The Act's statutory scope is women-specific. An employer may adopt a broader gender-neutral policy without diluting the statutory POSH rights of women employees.
What is the criminal-law interface?
The Act text references IPC section 509. The current cross-reference is BNS section 79; other provisions may also apply depending on facts — this is not a silent rewrite of the bare Act.
Who hears a Rule 11 appeal?
Rule 11 refers to the Industrial Employment (Standing Orders) Act, 1946 framework; the applicable service-rule forum depends on the establishment — there is no single universal appellate authority.
Are state laws included?
The repository includes a state-overlay structure for District Officer, Local Committee and annual-report routes. Exact state contacts, rules and portals must be populated and verified state by state from official sources.
Repository links
Full library index (deep-linked)
All 30 sections
Section 1: Short title, extent and commencement · Section 2: Definitions · Section 3: Prevention of sexual harassment · Section 4: Constitution of Internal Committee · Section 5: Notification of District Officer · Section 6: Constitution and jurisdiction of Local Committee · Section 7: Composition, tenure and other terms and conditions of Local Committee · Section 8: Grants and audit · Section 9: Complaint of sexual harassment · Section 10: Conciliation · Section 11: Inquiry into complaint · Section 12: Action during pendency of inquiry · Section 13: Inquiry report · Section 14: Punishment for false or malicious complaint and false evidence · Section 15: Determination of compensation · Section 16: Confidentiality of complaint and inquiry proceedings · Section 17: Penalty for breach of confidentiality · Section 18: Appeal · Section 19: Duties of employer · Section 20: Duties and powers of District Officer · Section 21: Committee annual report · Section 22: Employer reporting · Section 23: Government monitoring and data · Section 24: Government publicity measures · Section 25: Information calls and inspection of records · Section 26: Penalty for employer non-compliance · Section 27: Cognizance of offences · Section 28: Act additional to other laws · Section 29: Rule-making power · Section 30: Power to remove difficulties
All 14 rules
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
All 14 guides
Annual reporting and Board’s Report · Applicability, coverage and threshold · Complaint and inquiry timeline · Conciliation and interim relief · Confidentiality and data handling · Criminal-law and police interface · Employer compliance checklist · Employer duties, policy and training · Internal Committee constitution · Natural justice and inquiry procedure · Remote work and digital conduct · SHe-Box onboarding and administration · State, District Officer and Local Committee layer · Supreme Court compliance directions
All 14 templates
Templates index · Recommendation action log · Committee annual report template · Board’s Report POSH disclosure · Complaint acknowledgement · Complaint intake form · Hearing notice · Internal Committee constitution order · Inquiry procedure order · Inquiry report framework · Interim relief request · Notice to respondent · POSH audit evidence checklist · POSH policy framework · SHe-Box administration checklist
Source and review trail
Use the current official instrument, portal or regulator publication before acting.
- Official starting point
- www.labour.gov.in