🛡️ Understanding the POSH Act, 2013: A Simple Guide for Every Workplace

In a world where we talk about progress, innovation, and growth — one thing we can never overlook is safety at the workplace. The Prevention of Sexual Harassment (POSH) Act, passed in India in 2013, ensures that women can work with dignity, free from fear, hostility, or discomfort.

But what exactly does it say? And when should someone reach out to the Internal Committee (IC)? Let’s break it down.

📘 What is the POSH Act?

The POSH Act, 2013 stands for: 👉 The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act

It was introduced after the landmark Vishaka Guidelines by the Supreme Court and is aimed at protecting women from sexual harassment in all workplaces — from MNCs to NGOs, from factories to co-working spaces.

👩💼 Who is Protected?

The law covers any woman, regardless of age or employment status:

• Full-time or part-time employees

• Interns, trainees, apprentices

• Volunteers, consultants

• Even visitors or domestic workers

🏢 What Counts as a “Workplace”?

It’s more than just the office building. The POSH Act covers:

• Office premises

• Virtual meetings

• Off-site work trips

• Transportation provided by the employer

• Even work-from-home (yes, it applies online too!)

🚩 What is Considered Sexual Harassment?

Here are some common examples (not an exhaustive list):

❌ Acts That Can Count as HarassmentUnwelcome comments or jokes about appearanceRepeated messages or calls after work hoursInappropriate gestures or staringSharing sexually explicit contentPhysical contact without consentThreats in exchange for favors (quid pro quo)

⚠️ Important: It doesn't have to be "intentional" or "physical" to be harassment. If it causes discomfort, it matters.

🧭 When to Approach the Internal Committee (IC)?

Employees should approach the IC when they feel:

• Uncomfortable by someone’s repeated behavior or remarks

• Unsafe or threatened at work, physically or emotionally

• Violated even through digital communication (email, chat, etc.)

The IC is there to listen, investigate, and act, while maintaining confidentiality and fairness for both parties.

🧱 Key Responsibilities of Organizations:

If your organization has 10 or more employees, it must:

• Form an Internal Committee (IC) with at least one external member

• Conduct awareness sessions

• Display the POSH policy at visible places

• Ensure confidential, unbiased redressal

🌼 Final Thought

The POSH Act isn’t just a formality. It’s a foundation for a workplace culture built on trust, dignity, and equality.

If you're unsure whether something is wrong, talk to someone you trust. If you're sure something is wrong, talk to the Internal Committee.

Because silence shouldn’t be the safest option at work. Respect should be.