Did you know that nearly two out of five women experience workplace sexual harassment? To address this, the Government of India introduced the POSH Act, 2013, requiring all employers—large or small—to submit an Annual Compliance Report (ACR) each year. This report tracks POSH implementation, the number of complaints received, and their resolution, showcasing an organization’s commitment to a safe workplace.
As per Section 21 and Rule 14 of the Act, every employer must submit the annual report to the District Officer, ensuring transparency and accountability. By maintaining POSH compliance and timely reporting, businesses not only avoid legal risks but also build employee trust, strengthen their reputation, and promote a respectful work culture.
Even if you’re a Small Business with 10 or more employees, POSH Compliance is applicable to your company. With our POSH Compliance Act Solution, you can:
Hire Legal 4th Member of ICC Committee
Create a Organization wide Policy
Forming 4 Member ICC Committee
Annual Filing of POSH Compliance
If your business has 10 or more employees, POSH Compliance is legally mandatory under the Prevention of Sexual Harassment (PoSH) Act. Non-compliance can lead to heavy penalties, legal action, or even business closure in severe cases. Beyond legal risks, failing to comply also exposes your company to potential employee lawsuits in cases of workplace harassment.
The POSH policy defines clear procedures to prevent, report, and address sexual harassment—whether verbal, physical, or
nonverbal—ensuring a safe and respectful work environment. By implementing POSH guidelines, organizations promote equality, inclusivity, and employee trust. At TMS, we are fully committed to upholding POSH standards and fostering a secure workplace for all.
POSH training of employees helps them to get aware of their rights under the PoSH Act. This helps women to come out and report any sexual misconduct from a college or a senior in the workplace and so, ensures a safe working environment.
Unwelcome sexual advances and inappropriate sexual or gender-related remarks between employees happen, and although sexual harassment towards women is most common, people of all genders can be both victims and perpetrators.
Section 498A of IPC
Any such kind of offense is punishable under law and the punishment can be an imprisonment of three years or more and the culprit shall be liable to heavy fines.
POSH can cost an employer a monetary penalty of INR 50,000.
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