POSH and workplace conduct
A POSH process your people trust and inquiries that hold up on appeal, from Internal Committee set-up to annual reporting.
Internal Committee support, independent inquiries and training under the POSH Act, 2013.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 requires employers to constitute an Internal Committee, prevent harassment and resolve complaints within set timelines. In 2023 the Supreme Court directed authorities and employers to make sure the Act is implemented in practice, not only on paper.
We help constitute and train the Internal Committee, provide external-member support and run independent inquiries where a complaint involves senior people or needs an outside view. Awareness sessions for employees and managers make the policy known and the process trusted.
Inquiries follow the Act, its Rules and the principles of natural justice, so outcomes stand up if they are challenged. Annual reporting and records are kept in order for regulators and auditors.
You need an effective Internal Committee, an independent inquiry or assurance of POSH Act compliance.
Signs we see most often
- 01Your Internal Committee is not constituted, is out of date or is untrained.
- 02A complaint involves a senior leader or a member of the Internal Committee.
- 03Employees do not know how to raise a complaint or do not trust the process.
- 04A past inquiry was challenged or overturned.
- 05You need an external member with the right experience.
Scoped in writing, run by one accountable team.
Every engagement starts with agreed questions, a reporting line and a confidentiality protocol. The steps below are how this service usually runs; we adapt them to your matter.
- 01ReviewCheck the policy, the Internal Committee's composition and the records against the Act.
- 02ConstituteHelp constitute or refresh the Internal Committee, including the external member.
- 03TrainTrain the Internal Committee on inquiry procedure, evidence and timelines.
- 04InquireSupport or conduct inquiries independently, with documented findings.
- 05EducateRun awareness sessions for employees and managers.
- 06ReportPrepare the annual report and keep records audit-ready.
A compliant, trusted POSH process, and inquiries that hold up on appeal.
- A review of the POSH policy and process
- A constituted and trained Internal Committee
- Inquiry reports with findings and recommendations
- Awareness sessions and materials
- Annual reporting under the Act
The law and frameworks this work is aligned to
- POSH Act, 2013 and the POSH Rules, 2013
- Supreme Court directions in Aureliano Fernandes v. State of Goa (2023)
- ILO Violence and Harassment Convention, 2019 (No. 190)
- Principles of natural justice in domestic inquiries
References show the standard the work is built to. They do not imply accreditation or endorsement by the bodies that publish them.
This is a summary of the service. For a deeper understanding of how it would work for your organisation, please reach out to us.
Talk to a BDI partnerWhere this service meets BDI's technology.
The platforms below record, monitor or act on the work this service produces.
Questions clients ask before we start.
Does the Act protect men?
The Act protects women. Many organisations extend their policies to all employees, and we can design a process that does so while meeting the Act's requirements.
How long can an inquiry take?
The Act requires the inquiry to be completed within 90 days, and the employer to act on the Internal Committee's report within 60 days of receiving it.
Can BDI support the Internal Committee as an external member?
We provide external-member support and independent inquiries. The appointment itself is made by the employer under the Act.