10 common mistakes Organizations make in POSH Implementation

• Human Resource
• POSH

Dr. Aparna Sethi

Corporate Trainer and Author

POSH Implementation refers to the process of establishing and enforcing policies and practices aligned with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 in Indian organizations. A strong implementation ensures a safe, respectful, and inclusive work environment, especially for women. These courses POSH training for employees, POSH Trainer, POSH Certification will help in understanding the key components of POSH.

Key Components of POSH Implementation

1. Establish an Internal Committee (IC): Formed in every office with 10+ employees. Headed by a senior female employee. Includes at least one external member from a POSH-experienced NGO or legal background
2. Draft and Display POSH Policy: Clearly state definitions, examples, and redressal mechanisms. Policy must be accessible to all employees in English and regional languages
3. Awareness and Training Programs: Regular sensitization sessions for employees. Specialized training for the Internal Committee. Onboarding POSH education for new hires
4. Complaint Mechanism: Confidential and supportive reporting structure. 90-day investigation period for complaints. 10-day report submission post-investigation
5. Annual Report Submission: Report number of complaints received and addressed. Submitted by IC to the District Officer each year
6. Zero Retaliation Policy: Ensure no victimization of the complainant or witnesses. Transparent disciplinary action for offenders
7. Record Keeping and Documentation: Maintain confidentiality of complaints and proceedings. Retain records for statutory periods

HR’s Role in POSH Implementation

• Drive policy creation and updates
• Conduct and track awareness sessions
• Support IC operations and ensure compliance
• Handle documentation and audits
• Foster a workplace culture of respect and inclusion

Here are 10 common mistakes organizations make in POSH (Prevention of Sexual Harassment) implementation that can compromise both legal compliance and employee trust:

1. Inadequate Formation of the Internal Committee (IC)

• Mistake: Not forming an IC or forming it incorrectly (e.g., missing external member or not led by a senior woman employee).
• Impact: Leads to invalid inquiry proceedings and non-compliance with the POSH Act.

2. Lack of Awareness and Sensitization

• Mistake: Skipping regular POSH training for employees or IC members.
• Impact: Employees remain unaware of what constitutes sexual harassment and how to report it.

3. No Clear or Updated POSH Policy

• Mistake: Not having a formal policy or using a vague, outdated document.
• Impact: Employees don’t know their rights or the reporting procedures.

4. Failure to Display the POSH Policy

• Mistake: Not displaying the policy at conspicuous locations as required under the Act.
• Impact: Legal non-compliance and low visibility of organizational commitment.

5. Mishandling Complaints or Delayed Action

• Mistake: Ignoring complaints, delaying inquiry, or taking biased actions.
• Impact: Erodes employee trust and exposes the company to legal action.

6. Breach of Confidentiality

• Mistake: Sharing sensitive details about a complaint or investigation.
• Impact: Damages reputations, discourages future reporting, and violates the law.

7. Not Submitting the Annual POSH Report

• Mistake: Failing to file the mandatory annual report with the District Officer.
• Impact: Results in non-compliance and possible penalties.

8. Retaliation or Victimization of the Complainant

• Mistake: Allowing or ignoring retaliation against the complainant or witnesses.
• Impact: Legal and reputational risks, and discourages reporting.

9. No Follow-Up or Monitoring After Complaint Resolution

• Mistake: Closing the case without ensuring resolution is effectively implemented.
• Impact: Risk of recurrence and continued discomfort for parties involved.

10. Treating POSH as a Check-the-Box Activity

• Mistake: Viewing POSH compliance as merely procedural, without cultural integration.
• Impact: Fails to build a genuinely safe and respectful workplace.

✅ Avoiding These Mistakes

Organizations should ensure that there is regular audit POSH compliance. It should provide ongoing education to all the employees. Empower the IC members. Foster a culture of openness, respect, and zero tolerance in the workplace. Enhance your knowledge with help of these courses POSH training for employees, POSH Certification, POSH Trainer.

Conclusion

Effective POSH implementation is not just a legal requirement but —it’s a critical foundation for workplace safety, dignity, equality, moral and cultural responsibility— When executed effectively, it fosters trust, reduces risk, and enhances employee well-being and organizational reputation. Avoiding common mistakes—like improper IC formation, lack of training, or mishandling complaints—ensures that the workplace remains safe, inclusive, and respectful for all employees. Organizations that treat POSH as a core value rather than a checkbox task foster greater trust, reduce legal risks, and build a positive, empowered work culture. By committing to compliance, sensitivity, and continuous awareness, companies can truly uphold the dignity and safety of every individual at work. To gain more knowledge about this these courses POSH training for employees, POSH Certification, POSH Trainer will be helpful.