POSH Compliance for India Market Entry: What Global Employers Must Know

A safe workplace isn’t just good practice, it’s a legal and cultural expectation in India. For organisations operating or planning to enter the Indian market, understanding the POSH framework is essential from day one. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, clearly lays down what employers must do, by when, and how concerns should be addressed once raised.

Whether you are scaling your workforce or setting up operations in India for the first time, getting POSH compliance right goes beyond ticking boxes. It protects your people, strengthens trust, and safeguards your organisation’s reputation, making it a foundational element of responsible and compliant market entry.

Quick snapshot: why attention to POSH matters now

1. Complaints registered with the National Commission for Women (NCW) show workplace and related complaints remain significant: 28,811 (2023), 25,743 (2024) and 27,672 (2025), a reminder that proactive prevention is business-critical. (See chart below.

2. Recent state directions and awareness drives (for example, district collector instructions in Kerala and Odisha) emphasise active ICC formation and public visibility of POSH mechanisms.

Core POSH obligations (what every employer must do)

1. Constitute an Internal Committee (ICC) where you have 10 or more employees, with a woman presiding and at least one external member.
2. Initiate inquiries within 7 days; complete them within 90 days, and file the report with the employer.
3. Prepare and submit the ICC Annual Report to the employer and the District Officer in the prescribed format (mandatory even if there are no complaints). This is required under Section 21 of the Act.
4. Maintain records (complaints, minutes, inquiry reports) for at least three years and ensure confidentiality.
5. Display POSH policy and complaint channels prominently (including information on She-Box/central portals where applicable). Some states now require ICC registration on state POSH portals.

Annual compliances due

Practical steps: a short checklist

1. Appoint and train ICC members; pick an external member with confidentiality awareness.
2. Run refresher awareness sessions and keep proof (attendance sheets, slides).
3. Adopt a clear reporting map (internal, She-Box, District Officer) and ensure anonymity/safeguards for complainants.
4. Align HR policies with POSH timelines and Board disclosures; review before year-end reporting.

POSH compliance is both a legal duty and a business enabler. For foreign firms entering India, early alignment, ICCs in place, documented training, annual reports filed and Board disclosures prepared, avoids regulatory friction and signals a culture of safety to employees and partners.

For a free assessment of your POSH readiness and help with ICC setup, annual reporting, and Board disclosures, fill out this form, and our team will respond with a tailored checklist.