POSH Matters
- Home
- POSH Matters
Workplace sexual harassment complaints require sensitive handling, strict confidentiality, and compliance with statutory procedures. At DC Law Chambers, we provide comprehensive legal support in matters arising under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, advising organisations and individuals across Central and Tamil Nadu State jurisdictions.
Our POSH practice focuses on preventive compliance, procedural correctness, and fair resolution, ensuring that organisations meet their legal obligations while safeguarding the rights of all parties involved.
Our Approach
We adopt a confidential, neutral, and compliance-driven approach to POSH matters. Our team assists clients in establishing legally sound internal mechanisms and handling complaints in a manner that is fair, transparent, and aligned with statutory requirements.
By combining advisory support with procedural guidance, we help organisations manage POSH issues responsibly while minimising legal and reputational risks.
DC Law Chambers assists organisations in drafting and implementing POSH policies tailored to their workplace structure and statutory requirements.
We ensure that policies are clear, legally compliant, and effectively communicated to employees.
We provide legal support for the constitution of Internal Committees, including guidance on composition, eligibility, and statutory compliance.
Our advisory helps organisations maintain valid and functional ICs as mandated under the Act.
DC Law Chambers advises Internal Committees and management on handling sexual harassment complaints, including receipt of complaints, inquiry procedures, and adherence to timelines.
We ensure that inquiries are conducted fairly and in compliance with principles of natural justice.
We assist in conducting and reviewing POSH inquiry proceedings, including evaluation of evidence, preparation of inquiry reports, and recommendations.
Our role is to ensure procedural correctness and legal sustainability of outcomes.
Our firm advises employers on statutory obligations under POSH law, including training, awareness programs, record maintenance, and reporting requirements.
We help organisations stay compliant and prepared for inspections or legal scrutiny.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 applies to all organisations, irrespective of size or sector. It mandates employers to provide a safe working environment and establish mechanisms to address workplace harassment complaints.
Yes, organisations with 10 or more employees are required to constitute an Internal Committee under the POSH Act. The IC is responsible for receiving, inquiring into, and addressing complaints of sexual harassment.
Complaints are addressed through a structured inquiry process conducted by the Internal Committee, following principles of natural justice, confidentiality, and statutory timelines. The process includes submission of complaints, hearings, evidence review, and a final report.
Employers are required to implement a POSH policy, constitute an Internal Committee, conduct awareness programmes, ensure timely redressal of complaints, and file annual reports as mandated under law.
Yes, organisations and individuals may seek external legal support for advisory, conducting or reviewing inquiries, and ensuring compliance with legal requirements. This helps maintain procedural accuracy and reduce legal and reputational risks.