Which employers must comply with the POSH Act?

Any workplace with ten or more employees must constitute an Internal Committee and adopt a POSH policy. Smaller establishments rely on the Local Committee set up at the district level. The definition of workplace is broad and includes offices, remote sites, and work-related travel.

How must the Internal Committee be composed?

The committee must be chaired by a senior woman employee and include at least two members from among employees, plus one external member from an NGO or someone familiar with sexual harassment issues. At least half the members must be women. Terms typically run for up to three years.

What is the timeline for resolving a complaint?

The Internal Committee must complete its inquiry within 90 days of receiving a complaint. After the inquiry, it submits a report and the employer must act on the recommendations within 60 days. Timely handling is a core part of POSH compliance.

Free POSH (Prevention of Sexual Harassment) Act Checklist Checklist

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POSH (Prevention of Sexual Harassment) Act Checklist

Organization Name:

ICC Presiding Officer:

District Officer:

Reporting Year:

ICC Constitution

Constitute an Internal Complaints Committee (ICC) at every workplace.Appoint a senior woman employee as the Presiding Officer of the ICC.Include at least two employee members and one external member in the ICC.Ensure at least half the ICC members are women.Nominate ICC members for a term not exceeding 3 years.File the ICC composition with the District Officer.

Policy, Awareness and Training

Draft and publish a comprehensive POSH policy.Include the POSH policy in the employee handbook and induction kit.Display notices about the POSH Act at conspicuous places in the workplace.Provide mandatory POSH awareness training to all employees annually.Train ICC members on inquiry procedures and evidence handling.

Complaint Handling and Inquiry

Accept written complaints within 3 months of the incident.Offer conciliation before initiating a formal inquiry if requested.Complete the inquiry within 90 days and submit the report within 10 days.Provide interim relief to the aggrieved woman during the inquiry.Maintain strict confidentiality throughout the inquiry process.Take action against false or malicious complaints under Section 14.

Reporting and Recordkeeping

File the annual report with the District Officer by 31 January.Include POSH compliance data in the Board of Directors' report.Maintain inquiry records and ICC meeting minutes for at least 5 years.Conduct an annual review of the POSH policy effectiveness.Be aware of penalties for non-compliance under Sections 26 and 17.

Coverage and Accessibility

Ensure third-party harassment is also addressed.Extend POSH coverage to all categories of workers.Facilitate complaints from employees at remote or satellite locations.

The complete guide

Everything you need to know

01What Is the POSH Act Checklist?

This checklist maps the obligations under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act. It covers constituting an Internal Committee, drafting and displaying the anti-harassment policy, running awareness training, handling complaints within statutory timelines, and filing the annual report to the district officer. It gives HR a single view of every structural and procedural requirement the law expects.

02Why Use a POSH Act Checklist

POSH compliance is not optional: establishments with ten or more employees must have a functioning Internal Committee, and gaps invite penalties and reputational damage. Because the requirements span policy, committee composition, training, recordkeeping, and reporting, they are easy to let slip. This checklist ensures the committee is validly formed, complaints follow the 90-day inquiry timeline, and the annual return is filed, protecting both employees and the organization.

03How to Use This POSH Act Checklist

Use it during setup and then review it every year. Confirm the Internal Committee has the required composition, including an external member, and that terms are current. Verify the policy is published and displayed, and that induction and refresher training reached all staff. Check complaint registers, inquiry timelines, and confidentiality safeguards. Finally, confirm the annual report was submitted. Tick each control and note review dates.

POSH (Prevention of Sexual Harassment) Act Checklist

POSH (Prevention of Sexual Harassment) Act Checklist

ICC Constitution

Policy, Awareness and Training

Complaint Handling and Inquiry

Reporting and Recordkeeping

Coverage and Accessibility

Everything you need to know

01What Is the POSH Act Checklist?

02Why Use a POSH Act Checklist

03How to Use This POSH Act Checklist

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