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Frequently asked Questions
A legally mandated framework under the POSH Act, 2013, to prevent and address sexual harassment in the workplace.
It ensures legal compliance, fosters a safe workplace and enhances employee trust and organizational reputation.
Organizations with 10 or more employees must implement a POSH Policy, per the POSH Act, 2013.
Definitions of harassment, complaint procedures, IC setup, investigation processes and awareness programs, per POSH Act standards.
The IC investigates and resolves harassment complaints confidentially, per Section 4 of the POSH Act.
While not explicitly mandatory, regular sensitization is strongly recommended to demonstrate POSH Act compliance.
Non-compliance may lead to fines up to ₹50,000 under Section 26 and reputational damage.
We craft policies with industry-specific compliance, IC setup and training, per POSH Act and Companies Act standards.
Our comprehensive drafting, IC formation, training and compliance support ensure a robust, hassle-free process.
Settlement is possible only through conciliation under Section 10 of the POSH Act, not unilateral withdrawal.
Annually or when legal or organizational changes occur, to ensure ongoing compliance with the POSH Act.
No, ongoing support or annual report filing are optional paid services, billed separately, to meet compliance needs.
