Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act & Rules, 2013.

Please pay heed to the requirement specified in Section 21 of the PoSH Act, 2013, necessitating the Internal Committee to prepare and submit an Annual Report to the Employer and the District Officer. The Annual Report, as per Rule 14 of the PoSH Rules, 2013, should include:

  1. Number of sexual harassment complaints received in the year.
  2. Number of complaints resolved during the year.
  3. Number of cases pending for more than 90 days.
  4. Number of workshops or awareness programs conducted for the prevention of Sexual Harassment.
  5. Details of action taken by the Employer.
  6. To ensure compliance with the PoSH Act 2013, PoSH training sessions (Awareness & Sensitization of Employees and Capacity & Skill Building of Internal Committee) need to be completed before the end of the year.

Non-compliance carries a penalty of up to ₹50,000 for the Employer, and repeat non-compliance may risk the Employer’s business license.

Since 2014, Chetana Foundation has been dedicated to assisting organizations in fostering ethical workplaces. We provide comprehensive training solution for the Prevention of Sexual Harassment (PoSH) at the workplace. Our engaging and interactive Instructor-led training sessions (both virtual and in-person) are facilitated by our empanelled trainers, experts in the field, spread across major cities in the country.

Chetana Foundation is trying to get itself empanelled with the Ministry of Women and Child Development for conducting PoSH Training.

We encourage you to contact the undersigned today to explore how we can efficiently fulfill all your compliance requirements. We advocate for a culture, not just compliance!

Scroll to Top