Part of SKAD HR Group — HR for every stage of business  ·  HRTailor.com  ·  HRTailor.AI
Contact Now →
TMS
Employer of Record +
→ EOR in India PEO GCC India Business Expansion EOR US → India EOR UK → India EOR Japan → India EOR Worldwide
Contract Staffing +
→ 3rd Party Contract Staffing IT Staffing Payroll Transfer NATS NAPS MYKPY
HR Services +
→ Full HR Operations Payroll Outsourcing Talent Acquisition HR Consulting & Advisory PoSH Compliance Statutory Compliance
HR Guides +
→ Free HR Guides Library Contract Staffing Guides EOR Guides Payroll Guides Statutory Compliance Guides Government Scheme Guides Talent Acquisition Guides
About +
→ About TMS Locations Jobs / Careers
☎ +91 22 4149 8942 WhatsApp Us

POSH Compliance.

PoSH Act 2013 compliance for Indian workplaces — policy, Internal Complaints Committee setup, training and annual return filing, delivered by senior HR professionals.

20 yrs
HR domain experience
450+
Clients advised
28 states
Labour-law coverage
1 SPOC
Per engagement

PoSH compliance, done right.

The PoSH Act applies to every Indian workplace with 10+ employees. Skipping it risks heavy penalties, business closure, and lawsuits. We frame the policy, set up the Internal Complaints Committee, provide the external 4th member (a legal advocate), train your ICC, run sensitization for staff, and file your annual compliance return with the District Officer.

What TMS offers in PoSH

PoSH Policy framing

Custom-drafted PoSH policy aligned to your industry, state and headcount — ready for board sign-off and circular distribution to all employees.

ICC setup (4 members)

We set up the 4-member Internal Complaints Committee, including a TMS-provided external legal advocate as the mandatory 4th member.

ICC training

PoSH case sensitization training for ICC members — what to do when a complaint arrives, how to investigate, how to document, how to close out.

Employee sensitization

Awareness training for all employees — what counts as harassment, how to report, retaliation protection, confidentiality, and the role of the ICC.

Annual return filing

Section 21 + Rule 14 of the PoSH Act require an annual report to the District Officer. We compile and file it on your behalf, on time, every year.

PoSH complaint handling

When a complaint comes in, we run the inquiry as the ICC chair / external member — interviews, evidence, written findings and recommended action. (Additional charges per case.)

Book a 30-min PoSH compliance call.

Free intro call to scope the situation. If we can help, we'll send a proposal within 48 hours.

How a PoSH engagement runs

STEP 01

Brief

30-minute call to understand your headcount, locations, and current state of PoSH compliance.

STEP 02

Proposal

Scope: policy + ICC + training + annual return. Fixed annual fee, no hidden costs. Within 48 hours.

STEP 03

Engagement

We set up policy, ICC, run training, and start the annual filing cycle. SPOC throughout.

STEP 04

Annual renewal

Annual compliance return filed; ICC refresher training; renew for next year.

Frequently Asked Questions

Is PoSH compliance mandatory?

Yes. Any workplace in India with 10 or more employees must comply with the PoSH Act 2013 — policy, ICC, training, and annual return are all required.

Can TMS provide the external ICC member?

Yes. TMS provides a qualified external legal advocate as the mandatory 4th ICC member, included in the annual fee.

What if a complaint comes in?

We can run the inquiry on your behalf as ICC chair/external member — interviews, evidence, written findings, recommended action. Per-case fee, separate from annual retainer.

Talk to our sales team.

Free intro call to scope the situation. If we can help, we'll send a proposal within 48 hours.

● SEND TO SALES

Tell us what you need.

TMS Service Contact
By Abhijit Divekar · TMS Editorial Team · Reviewed by TMS Compliance Practice · Updated May 2026
Abhijit leads TMS, an HR outsourcing firm operating across India since 2006. The TMS Compliance Practice handles PF, ESIC, PT, LWF and labour-code filings for 200+ employers and 8,500+ employees on TMS payroll.

What POSH Act compliance requires from Indian employers

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013, commonly called the POSH Act, applies to every workplace in India that employs 10 or more workers. Compliance is not optional and is independently verifiable through the annual report filing requirement at the District Officer level.

Six mandatory deliverables under the POSH Act

  1. Written POSH policy circulated to all employees, in English and the regional language of the workplace, signed off by the principal employer
  2. Internal Committee (IC) constitution with a Presiding Officer who is a senior woman employee, at least two internal members committed to women issues or with legal background, and an external member from an NGO or expert in sexual harassment
  3. Awareness training for all employees including contract staff, with refresher every 12 months and dedicated training for IC members
  4. Complaint handling SOP: receipt, conciliation option, inquiry within 90 days, written report with findings and recommendations, action within 60 days of report
  5. Annual report to District Officer by 31 January each year, with number of complaints received, disposed, pending, and workshops conducted
  6. Display of consequences: penal consequences of sexual harassment and the IC composition prominently displayed at all workplaces

Penalties for non-compliance

First-time non-compliance attracts a fine up to Rs 50,000. Repeat offence may attract twice the fine, cancellation of business licence or de-registration. Beyond the statutory fine, the bigger risks are reputational damage in employer brand surveys, mandatory disclosure in IPO documents, and class-action exposure under the Companies Act 2013 director-duty provisions.

How TMS delivers POSH compliance

TMS bundles policy drafting in English and the regional language, IC nomination support with external-member sourcing from our empanelled NGO network, annual training in classroom or e-learning format, complaint-handling advisory through the inquiry life-cycle, and annual report preparation. Engagements are annual retainer or per-incident, depending on company size and risk profile.