POSH Compliance Initiation
URE POSH is India's trusted workplace safety compliance company. We provide end-to-end POSH compliance initiation services – policy drafting, IC formation, employee training, legal audits, and annual filings.
Build a harassment-free workplace with international standards.
About Our POSH Compliance Services
At URE POSH, we specialize in Prevention of Sexual Harassment (POSH) compliance consulting, helping companies design, implement, and monitor safe workplace frameworks.
We understand that today's corporates are evaluated not only on profitability but also on employee well-being, ESG compliance, and legal accountability.
Our Core Services
Why POSH Compliance Matters for Top Companies
Statutory Requirement
Mandatory under POSH Act, 2013 for all companies with 10+ employees
Reputation Risk Mitigation
Avoid litigation, penalties, and reputational damage
Investor & ESG Alignment
Global investors assess DEI & POSH compliance before funding
Employee Trust
Builds safe workplace culture, improves retention & employer brand
Legal Penalties for Non-Compliance
Financial Penalties
Penalty up to ₹50,000 for first-time violations
License Cancellation
License cancellation for repeated non-compliance
Public Disclosure
Public disclosure & reputational loss in case of non-filing
Our POSH Compliance Initiation Services
1. Policy Drafting & Customization
We create legally sound, company-specific POSH policies aligned with:
- POSH Act, 2013
- Supreme Court & High Court precedents
- ILO & UN women workplace guidelines
2. Internal Committee (IC) Formation
Complete IC setup and training:
- Assistance in IC constitution as per law
- Appointment of External Member (mandatory)
- Role & responsibility training for IC members
3. Employee Training & Sensitization
Comprehensive training programs:
- Workshops on rights & responsibilities under POSH Act
- Case study-based learning for employees & managers
- Digital learning modules for large organizations
4. Employer & Leadership Training
Leadership-focused compliance training:
- Compliance duties of employer/HR heads
- Role of management in preventing retaliation & victimization
- Governance reporting for Board-level oversight
5. Investigation & Advisory Support
Expert guidance during inquiries:
- Handholding IC during inquiries
- Drafting inquiry reports & legal recommendations
- Advisory on confidentiality & disciplinary actions
6. Annual Filings & Compliance Reporting
Complete filing and reporting services:
- Preparation of Annual Report under Section 21 of POSH Act
- Filing with District Officer / Local Committee
- Record maintenance for audits & inspections
7. Compliance Audit & Certification
Benefits of Partnering with URE POSH
12 Detailed & Technical FAQs
1. Is POSH compliance mandatory for all companies?
Yes. Under Section 4 of POSH Act, 2013, every workplace with 10 or more employees must constitute an Internal Committee (IC) and implement compliance measures.
2. What are the legal penalties for non-compliance?
Companies may face fines up to ₹50,000, cancellation of licenses, and reputational damage. Repeated violations invite higher penalties and disqualification of responsible officers.
3. What are the duties of the employer under POSH Act?
Employers must: Provide a safe workplace environment, Draft & communicate POSH policies, Constitute an IC with external member, Conduct awareness training, File annual compliance reports.
4. What constitutes "sexual harassment" under POSH Act?
It includes: Unwelcome physical contact and advances, Demands for sexual favors, Sexually colored remarks, Showing pornography, Any unwelcome verbal, non-verbal, or physical conduct of sexual nature.
5. How should the Internal Committee be structured?
As per Rule 4 of POSH Rules, 2013: Presiding Officer: Senior woman employee, At least 2 employee members with social credibility, 1 external member (NGO/Legal expert), Total strength ≥ 4, with 50% women.
6. What is the timeline for inquiry completion?
An IC must complete inquiry within 90 days of complaint. The report must be submitted to the employer/District Officer within 10 days thereafter.
7. How is confidentiality maintained during inquiries?
Section 16 of POSH Act mandates strict confidentiality of complaints, witness statements, and inquiry proceedings. Breach attracts fines.
8. What records must be maintained for POSH compliance?
Complaint register, IC meeting minutes, Inquiry proceedings & recommendations, Annual reports submitted to District Officer.
9. Is online POSH training sufficient for compliance?
Legally, awareness programs must be conducted regularly. Online training is acceptable but must be supplemented with interactive sessions and documented evidence.
10. What is the role of External Member in IC?
They provide independent oversight, ensure fairness, and bring expertise in women's rights, law, or NGO/social work. Their presence ensures inquiries are unbiased.
11. Can POSH compliance be integrated with ESG reporting?
Yes. Investors & MNC partners now require proof of POSH compliance as part of ESG (Social Governance) audits. URE POSH provides compliance certification for global due diligence.
12. How does URE POSH ensure international standard compliance?
We align policies with: POSH Act, 2013 (India), ILO Workplace Harassment Guidelines, UN Women's Empowerment Principles (WEPs), Corporate ESG & CSR frameworks.
Ensure 100% POSH Compliance – Protect Your Workplace & Reputation
Partner with URE POSH, India's most trusted POSH compliance consulting firm.
Get in touch for a free consultation or demo!