In response to a recent Compliance Notice issued on 20.12.2023, organizations are called upon to address the legal requirements outlined in the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (“POSH Act, 2013”). Specifically, the formation of an Internal Committee is mandated by this Act, and it is imperative that organizations promptly takes action in this regard. The compliance directive underscores the necessity for the Internal Committee to submit an Annual Report in the prescribed format to the District Officer. This report should comprehensively detail the organization’s adherence to the POSH Act, covering the period from 1st January, 2023, to 31st December, 2023. This Notification was published on 20.12.2023.
To ensure compliance with the POSH Act, organizations are instructed to address several key elements. Firstly, the Annual Report should encapsulate the Internal POSH policy, outlining the measures in place for the prevention and redressal of sexual harassment within the workplace. Additionally, a commitment to fostering a harassment-free environment should be visibly demonstrated through the prominent display of notices. Further, the organization is encouraged to raise awareness through workshops and seminars, reinforcing the importance of maintaining a gender-sensitive workplace. The constitution of an Internal Committee is paramount, and the organization is expected to promptly adhere to its recommendations. Any directives provided by the Committee should be implemented within the stipulated time frame. The Annual Report should meticulously detail the proceedings of sexual harassment cases, both pending and resolved, as managed by the Internal Committee. Failure to comply with the provisions of the POSH Act may result in penalties as outlined in the legislation. By adhering to these mandated measures, our organization not only ensures legal compliance but also actively contributes to the creation of a safe and inclusive work environment. It is imperative that all concerned parties within the organization act promptly to fulfill these legal obligations and promote a workplace free from harassment.
