Prevention

of Sexual
Harassment 
PoSH
TRUVARI
SOLUTIONS

Its not just

about hope

and ideas.

It's about
actions.
BRIEF

IN 2001 IN 2012 IN 2013

Phaneesh Murthy An employee working at Tarun Tejpal, a senior
(Director, Infosys) a restaurant at the Indira journalist and editor-in-
was accused of Gandhi International chief of Tehelka
Sexual Harassment Airport, New Delhi, filed magazine was accused
by his executive a case of Sexual and charged, for rape of
secretary. [1] Harassment against a a young staff member
senior Air India during “Think Fest” –
official. [2] their annual conclave.
[3]

These are just a few

major cases that came
into the spotlight on
Sexual Harassment.
Several other
organisations like Wipro,
Uber and most recently
TVF – have been
castigated by the media
and subsequently the
public.

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WHAT IS PoSH LAW?

A law to prevent and to provide protection against,

Sexual Harassment of women at the workplace as

well as redressal of complaints of Sexual

Harassment.

Sexual Harassment at the

workplace is a horrific violation

of an individual’s rights. 

Sexual Harassment violates the fundamental rights of

a woman to equality under articles 14 and 15 of the

Constitution of India and her right to life and to live

with dignity under article 21 of the Constitution and

right to practice any profession which includes a right

to a safe environment free from Sexual Harassment.

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 ORIGIN 

What lead to the formation of the PoSH law?

The requirement to give legislative sanctity to the

Vishakha Guidelines as well as the need to provide a

more comprehensive and robust framework around

the burning issue of Sexual Harassment at the

workplace, led to the Parliament enacting the PoSH

law.

The Act covers any/every place visited by the

employee during the course of employment

including transportation provided by the

employer. Even non-traditional workplaces

which involve telecommuting, virtual spaces

etc are covered under the Law.

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PoSH Law & Objectives

India’s first comprehensive legislation

specifically addressing the issue of Sexual

Harassment at work - The PoSH (Prevention

of Sexual Harassment at the Workplace)

law was formulated with the core objective

of

1. Protecting employees against Sexual

Harassment.

2. Promising a safe, secure and dignified

working environment for them.

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As per the Sexual

Harassment of Women at

the Workplace (Prevention,

Prohibition and Redressal)

Act, 2013 “Sexual

Harassment’ includes

unwelcome

sexual behaviour, whether

directly or by implication.

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Sexual Harassment

Includes

Physical contact and advances

Demand/request for sexual favours

Making sexually coloured remarks

Showing pornography

Unwelcome physical, verbal or non

verbal conduct of a sexual nature

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THE CONTEXT AROUND

SEXUAL HARASSMENT

Implied or explicit promise of

preferential treatment in employment

Implied or explicit threat to

detrimental treatment in employment

Implied or explicit threat about

present or future employment

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 WORKPLACE
Workplace includes office premises, canteen

facility, guest houses provided by the

organisation, seminars, client or vendor

offices etc and even the transportation

facilities

The Act applies to women who fall in any of

the below categories. 

Aggrieved
Woman

Visiting a Office
Student 
Workplace employees

Regular,
temporary, Domestic Employed
daily wager, worker or through an
remuneration, contract agent or an
voluntary worker intern/trainee
basis

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 THE LAW PROVIDES

THAT EVERY EMPLOYER

HAVING EMPLOYEES

MORE THAN

10
MUST CONSTITUTE AN

INTERNAL COMMITTEE

WITHIN THE

ORGANIZATION TO

HANDLE COMPLAINTS OF

SEXUAL HARASSMENT 

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INTERNAL COMMITTEE

MUST INCLUDE

Presiding officer appointed

from senior management (must be a

woman)

One external member from amongst

non-governmental organizations or

a lawyer

At least two members representing

the employees of the organisation

It is essential that “at least one-half of the total members so

nominated shall be women”. All complaints shall be made to

this body which must resolve every issue impartially. 

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AS PER
This committee must include-

THE LAW
All employees of the organisation

must undergo sensitisation

training each year, as the entire
emphasis of the law is on prevention

of Sexual Harassment.

Irrespective of the intention of the

every
accused or the level of impact –

incident has to be taken seriously &

investigated by the IC. Even a single
instance of forward of an indecent joke

or picture on social media platforms

can trigger a complaint.  

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A survey was carried out at BPOs, IT sector

offices and at various educational

institutes, hospitals and legal firms. 6,047

people participated in the survey and 78%

were males and the remaining females.

38%
 WOMEN/GIRLS HAD
FACED SEXUAL
HARASSMENT AT Harassment at the
THE WORKPLACE
workplace leads to- 

68.9% Low job satisfaction 

SAID THEY
REFRAINED FROM
MAKING A
Low productivity 
COMPLAINT DUE TO
FEAR,
EMBARRASSMENT
AND LACK OF
CONFIDENCE. Loss of valuable

employees  

42.2% Declining workplace

SAID THEY DID NOT culture

FEEL PROTECTED AT
WORK.

*Data from EY and Deloitte 2013 reports

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FAILURE TO COMPLY
COULD LEAD TO HEFTY PENALTIES 

Fine of up to INR 50,000 and further

consequences of repeated / continued

non-compliance.

Twice the punishment or higher

punishment if prescribed under any other

law for the same offence if employers

repeats a breach under the Act.

Cancellation or withdrawal, non-renewal

or approval, or cancellation of the

registration for carrying on his business

or activity.

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CONSEQUENCES
Offences under the PoSH Law can prove fatal as

1. The image and goodwill of the organisation in

question gets tarnished beyond repair.

2. Adversely affects the growth of the organisation.

A company in Chennai, where a woman complained of

Sexual Harassment, was fined Rs. 1.68 Crores for its failure

to comply with the law. The law is clear. Non-compliance

can invite trouble for the management. They even face

charges of abetment to the crime and criminal

prosecution.

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 Stakeholders in Prevention of

Sexual Harassment

Human Resources

Ensuring a safe and secure work environment

for all its employees and gender sensitisation

is the responsibility of HR. Sensitisation and

compliance can help improve employee

productivity and consequently the output.

Employees

Awareness about laws mandated for employee

safety gives thempeace of mind and

encourages them to work
better. Implementation of such policies helps
incentivise employees and makes them feel a

more inclusive part of the organisation. 

Management

The top management is responsible for

maintaining the priorities & public image of

the company.A sound policy helps assure

employees, potential clients and vendors
as it evokes a feeling of trust and respect

with regard to the organization.

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WHAT ALL IS REQUIRED

TO BE POSH COMPLIANT?

PoSH policy

Sensitisation of all employees

Formation of Internal Committee (IC)

Training of IC on investigation

procedure

External member who ensures

fairness

Filing of the annual report

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 POSH  TRAINING

FOR STAKEHOLDERS

1. Employee Engagement

2. Manager Awareness

3. Internal Committee (IC) Orientation

[email protected]

+91 9029000180

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