The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 requires every employer with ten or more employees to constitute a valid Internal Committee, adopt a written policy, and resolve complaints within a defined timeline, and recent rulings have shown how easily an improperly constituted or lapsed committee can unravel an entire inquiry. We advise on ICC formation and reconstitution, policy drafting, annual filings to the District Officer, and Board-level compliance disclosures, and we represent clients through inquiry proceedings and subsequent challenges.

POSH compliance has moved from an HR checklist item to a recurring governance obligation, since committee terms lapse,, and a complaint can surface at any point regardless of whether the underlying structure was kept current. We help organisations treat this as an ongoing discipline, reviewing committee composition and process periodically rather than only when a complaint has already been filed.