POSH COMPLIANCE & WORKPLACE SAFETY CONSULTING

Protecting Your Organization. Empowering Your People.

Prevention of Sexual Harassment is a compulsory law in all organisations, globally and hence your organisation must have it. Workplaces should take deliberate measures to go beyond the basic POSH legal compliances and promote a healthier and safer working environment. Our consultancy is an expert in it.

Every organisation has an Internal Complaint Committee (ICC). We provide guidance and training to the ICC members, help them in evidence collecting efforts and conducting investigations, provide assistance in drafting policies and implementing them. We also provide training on creating awareness of ”What is not an appropriate behaviour at the Workplace”, along with that we discuss many other issues that will help you create a Harassment Free Workplace.

WHY POSH COMPLIANCE IS NON-NEGOTIABLE

If you are in India, we have specialized team to take care of POSH matter. Under India’s Prevention of Sexual Harassment (POSH) Act, 2013, every organization with 10+ employees must establish robust mechanisms to prevent, prohibit, and redress sexual harassment at the workplace. Non-compliance isn’t just a legal risk it’s a reputational, operational, and cultural liability.

The Stakes:

• Penalties up to ₹50,000 (higher for repeat offenses)
• License cancellation for severe non-compliance
• Reputational damage in an era of social media accountability
• Legal exposure in civil and criminal proceedings
• Talent attrition as employees seek safer workplaces

At Salahkaar Consultants, we don’t just help you check compliance boxes—we build cultures of dignity, respect, and psychological safety.

OUR POSH CONSULTING SERVICES

1. EXTERNAL MEMBER SERVICES (IC Representation)

What We Do:

• Act as the mandatory External Member of your Internal Committee (IC)
• Participate in quarterly IC meetings and complaint inquiries
• Provide expert guidance on complaint handling, natural justice principles, and fair investigation
• Ensure independence, objectivity, and legal defensibility of IC proceedings

Why It Matters: The POSH Act mandates at least one external member with expertise in workplace harassment. We bring 40+ years of organizational behavior expertise, ensuring your IC operates with credibility and compliance.

2. POSH POLICY DEVELOPMENT & REVIEW

What We Do:

• Draft comprehensive, legally compliant POSH Policies tailored to your industry and organizational culture
• Review and update existing policies to align with latest legal amendments and best practices
• Ensure policies cover digital harassment, remote work scenarios, third-party harassment, and contractor obligations
• Provide ready-to-use templates for complaint forms, inquiry SOPs, and communication materials

Deliverables:

• Customized POSH Policy Document (15-25 pages)
• Employee-friendly summary version (1-2 pages)
• Policy display posters for physical and digital workplaces

3. INTERNAL COMMITTEE (IC) CONSTITUTION & TRAINING

What We Do:

• Advise on legally compliant IC formation (Presiding Officer, employee members, external member)
• Draft IC appointment letters with clear roles, responsibilities, and tenure
• Conduct IC-specific training (2-3 hours) covering:
  • Inquiry procedures and timelines
  • Principles of natural justice
  • Evidence gathering and documentation
  • Handling sensitive conversations
  • Avoiding common pitfalls (bias, procedural errors)

Why It Matters: An untrained IC is a liability. We equip your committee to handle complaints with competence, compassion, and legal rigor.

4. EMPLOYEE AWARENESS TRAINING

What We Do:

• Conduct engaging, interactive POSH Awareness Sessions (1.5-2 hours) for employees at all levels
• Cover:
  • Legal definition of sexual harassment (visual, verbal, physical, quid pro quo)
  • Real-world examples and case studies
  • How to report complaints (formal vs informal mechanisms)
  • Bystander intervention strategies
  • Rights of complainants and respondents
• Tone: Zero tolerance for harassment + zero tolerance for false complaints
• Delivery Modes: In-person, virtual, hybrid, recorded modules for large/distributed teams

Customization Options:

• Industry-specific scenarios (IT, manufacturing, healthcare, hospitality, etc.)
• Leadership-specific sessions (managers as first responders)
• Multilingual delivery (English, Hindi, regional languages)

Post-Training Support:

• Attendance records and certificates (audit-ready)
• Pre/post-training assessment to measure knowledge retention
• Q&A sessions and anonymous feedback mechanism

5. ANNUAL POSH REPORT PREPARATION & SUBMISSION

What We Do:

• Compile Annual POSH Report as mandated by the Act
• Includes:
  • Number of complaints received, resolved, pending
  • Nature of complaints and actions taken
  • Training sessions conducted
  • Compliance checklist
• Submit to appropriate authority (District Officer, where applicable)
• Prepare Board-ready summary for governance review

Why It Matters: The annual report is a statutory requirement and a key document during audits, inspections, and due diligence (M&A, IPO, ESG ratings).

6. SHE-BOX PORTAL REGISTRATION & SUPPORT

What We Do:

• End-to-end support for SHe-Box (Sexual Harassment electronic-Box) registration under the Ministry of Women & Child Development
• Portal setup, IC member registration, and ongoing management
• Training on how to handle SHe-Box complaints (which can be filed directly by employees)

Why It Matters: SHe-Box is a government portal allowing direct complaints. Organizations must be registered and responsive to avoid escalations.

7. POSH AUDIT & Compliance Health Check

What We Do:

• Conduct comprehensive POSH Compliance Audit covering:
  • Policy adequacy
  • IC constitution and functionality
  • Training records and coverage
  • Display and communication compliance
  • Complaint handling documentation
  • Annual report completeness
• Deliver Gap Analysis Report with prioritized remediation roadmap
• Provide Compliance Certificate (upon full compliance)

Pricing: Based on organizational size (50-500 employees, 500-2000, 2000+)

8. COMPLAINT INQUIRY SUPPORT

What We Do:

• Provide on-call expert guidance during active complaint inquiries
• Attend inquiry hearings as External Member (as per retainer or case-based engagement)
• Review draft inquiry reports for legal sufficiency
• Advise on proportionate actions and post-inquiry communication

Pricing: ₹15,000 – ₹25,000 per case (complexity-dependent)

9. POSH Communication Materials

What We Do:

• Design and deliver ready-to-use POSH communication assets:
  • Display boards (physical + digital)
  • Email templates (policy rollout, training invites, complaint acknowledgments)
  • Intranet/website content
  • Employee handbooks
  • Poster campaigns for awareness months

10. Crisis Management & Legal Advisory

What We Do:

• Rapid response support for high-risk or high-visibility complaints
• Interface with legal counsel (yours or recommended)
• Media and internal communication advisory
• Remediation planning to rebuild trust post-incident

Engagement Model: Retainer-based or project-based

WHO NEEDS POSH COMPLIANCE?

✅ Corporates (Private, Public, Listed Companies)
✅ Startups (Even with <10 employees, proactive compliance is smart)
✅ NGOs & Social Enterprises
✅ Educational Institutions (Schools, Colleges, Universities)
✅ Healthcare Organizations (Hospitals, Clinics, Diagnostic Centers)
✅ Manufacturing & Industrial Units
✅ IT/ITES & Technology Companies
✅ Hospitality & Retail Chains
✅ Remote & Hybrid Workplaces (Yes, POSH applies online too!)

OUR APPROACH: COMPLIANCE + CULTURE

Most consultants treat POSH as a checklist. We treat it as a culture transformation.

Phase 1: Foundation (Month 1-2)

• Policy development/review
• IC constitution and appointment
• SHe-Box registration
• Display materials deployment

Phase 2: Capability Building (Month 2-3)

• Employee awareness training (all levels)
• IC training (inquiry procedures, natural justice)
• Manager sensitization (first responder training)

Phase 3: Operationalization (Month 3-12)

• Quarterly IC meetings (we attend as External Member)
• Complaint handling support (as needed)
• Ongoing advisory (email/call support)

Phase 4: Reporting & Continuous Improvement (Annual)

• Annual POSH report preparation
• Compliance audit and gap analysis
• Policy refresh based on legal updates

WHY CHOOSE SALAHKAAR CONSULTANTS?

✓ 40+ Years of Organizational Behavior Expertise

Backed by the Council of Behavioral Research (CBR), we bring academic rigor and practical insight to workplace safety.

✓ Legally Sound, Culturally Sensitive

We balance legal compliance with cultural nuance—ensuring policies are enforceable yet empathetic.

✓ Trainer + External Member + Auditor = Complete Solution

Unlike single-service providers, we cover the entire POSH lifecycle under one roof.

✓ Industry Agnostic, Context Specific

We’ve worked with IT firms, manufacturers, hospitals, NGOs, and family businesses—tailoring solutions to your reality.

✓ Audit-Ready Documentation

Every deliverable is designed to withstand scrutiny from labor inspectors, auditors, and courts.

✓ Confidentiality & Trust

We handle sensitive matters with discretion, empathy, and professionalism.

PRICING (STARTING FROM)

ANNUAL COMPLIANCE PACKAGE

₹81,200/year (Discounted rate for comprehensive engagement)

Includes:

• External Member services (quarterly IC meetings + inquiry support)
• POSH policy drafting/review
• Employee awareness training (1 session/year for up to 100 employees)
• IC training (1 session/year)
• Display materials (posters, boards)
• SHe-Box registration guidance
• Ongoing compliance advisory

Add-Ons (Optional):

• Annual Report Preparation: ₹8,000
• Additional training sessions: ₹19,500/session
• Per-case inquiry support: ₹15,000 – ₹25,000
• POSH Audit: ₹25,000 – ₹75,000 (size-dependent)

Volume Discounts Available: Multi-location, large employee base clients

FAQS

Q: Is POSH compliance mandatory for startups with <10 employees?
A: Legally, no. Practically, yes—if you’re raising funds, hiring talent, or preparing for scale, investors and employees expect it.

Q: What if we have remote/hybrid teams?
A: POSH applies to virtual workplaces too. We help you extend policies to cover digital harassment (emails, chats, video calls).

Q: Can we use internal HR for the External Member role?
A: No. The law mandates an independent external expert with no reporting relationship to the organization.

Q: What happens if a complaint is filed?
A: We guide the IC through the inquiry process, ensuring legal compliance, fairness, and documentation.

Q: How long does it take to become compliant?
A: 30-45 days for full setup (policy, IC, training, registration).

CASE STUDY: HOW WE HELPED A 500-EMPLOYEE IT FIRM

Challenge:
A Pune-based IT company with 500 employees had no POSH policy, untrained IC, and faced a high-risk complaint.

Our Solution:

1. Week 1: Emergency IC constitution + External Member appointment
2. Week 2: Drafted POSH policy + trained IC on inquiry procedures
3. Week 3-8: Conducted inquiry (we attended all hearings)
4. Week 9: Delivered inquiry report + advised on corrective actions
5. Month 3: Conducted organization-wide awareness training
6. Month 6: Delivered compliance audit report

Outcome:

• Complaint resolved fairly with zero legal escalation
• 100% employee training coverage
• Clean POSH audit report for investor due diligence
• IC now operates independently with quarterly check-ins

READY TO BUILD A SAFER WORKPLACE?

Step 1: Schedule a free 30-minute compliance assessment call
Step 2: Receive customized proposal within 48 hours
Step 3: Onboard and launch compliance program within 30 days

CONTACT US

🌐 https://salahkaarconsultants.com/contact-us/

Salahkaar Consultants
Creating Workplaces Where Everyone Belongs
ISO 9001:2015 Certified | 40+ Years of Excellence

Here is the sample of the policy.

Please find Part of the Prevention of Sexual Harassment Policy attached here:

https://docs.google.com/document/d/1ujSHlrx6m7Dpahx5ZrUMD-wNuz4bW7IVeYk-M3XvjJo/edit?usp=drivesdk

Few popular blog posts for your reading:

Blog 1: Click here

Blog 2: Click here

Blog 3:

  PREVENTION OF SEXUAL HARASSMENT COMMITTEE

According to sexual harassment of women (prevention, prohibition and Redressal  )act 2013,it includes one or more of the following  unwelcome acts or  behaviour whether directly or implication namely:

• Physical contact or advances,                                                     
• A request or force for sexual favours or ,                            
• Making sexually coloured remarks or 
• Showing pornography or 
• Any other unwelcome physical , verbal ,non -verbal conduct of sexual nature. 
  1. Blocking someone’s path knowingly with the purpose of sexual advance.

   

  • Verbal conduct –
  1. comment on workers like-age , personal life ,appearance etc
  2. Sexual  comments , jokes , stories.
  3. Sexual advances.
  4. Telling lies or spreading rumor’s on personal life or sex life .                  
  5. Repeated unwelcome social invitations.
     • Non-verbal conduct-
     1.  Starting , stalking and whistling.
     2. Sexually suggestive gestures.
     3. Unwanted  sms /calls containing sexual comments.

      

     • Quid pro quo

     It occurs when

      (1) job benefit, including employment, promotion, salary increases, shift or work assignments, performance expectations and other conditions of employment are associated with the provision of sexual favours, usually to an employer, supervisor or agent of the employer who has the authority to make decisions about employment issues; 

      

      (2) The rejection of a sexual favour or request for sexual favour results in a tangible employment detriment, a loss of a job benefit.

      

     INSTRUMENTS TO CHECK SEXUAL HARASSMENT

      

      A range of measures to conflict   workplace sexual harassment have been developed at regional and international levels. All of them tend to conceptualize sexual harassment as a form of sex discrimination and a manifestation of violence against women. Some of these instruments are: 

      

     1. Universal Declaration of Human Rights, 1948 

     Articles 1, 2 and 7 speak about equality in dignity, rights and freedoms, and equal protection of men and women against any discrimination.

      

     2. International Covenant on Economic, Social and Cultural Rights, 1966

     the covenant enjoins all states to guarantee the rights enunciated in it without discrimination of any kind. States must ensure equality between women and men for the enjoyment of all economic, social and cultural rights established in the Covenant. The right to fair conditions of work is enshrined in Article 7.

      

     3. United Nations’ Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), 1979 

     Adopted in 1979 by the UN Assembly and ratify Adopted in 1979 by the UN Assembly and ratified in 1993 by India, CEDAW identifies discrimination on the ground of sex as a clear violation of Human Rights. By ratifying the Convention, States commit themselves to (1) incorporate the equality of men and women in their legal system and abolishing all discriminatory laws;

      (2) Establishing tribunals and other public institutions to ensure effective protection of women against discrimination; and

      (3) ensuring elimination of all acts of discrimination against women by persons, organizations or enterprises.

      

     4. The UN World Conference on Human Rights, 1993

      Held in Vienna in 1993, the UN World Conference on Human Rights identifies sexual harassment as a case of Human Rights violation and treats it primarily as a form of violence against women. 

      

      

     5. Declaration on the Elimination of Violence Against Women, 1993

      Adopted in 1993, the declaration outlines the steps which states and the United Nations should take to address gender-based violence against women. It defines violence against women as any act of gender-based violence that results in, or is likely to result in, physical, sexual or psychological harm or suffering to women, including threats of such acts, coercion or arbitrary deprivation of liberty, whether occurring in public ore in private life. It makes clear that states should take steps to eliminate any custom, tradition or religious consideration to prevent, investigate and, in accordance with national legislation, punish acts of violence against women.

     HOW  TO  STOP  SEXUAL HARASSMENT  AT  THE WORKPLACE : GUIDE  FOR EMPLOYEERS

      

     Sexual harassment needs understanding, assessment, sensitivity and commitment from all quarters but most importantly from the senior management. A strong will at the top and a series of well thought out preventive and curative measures, can together ensure sexual harassment free workplace environment. Given below a list of recommended measures for employers to express their commitment to end workplace sexual harassment and create a conducive work environment for employers  in their workplace .

      

     1. Employers should recognize the following

      

     • First and foremost, acknowledge that it is our legal as well as moral responsibility to provide free workplace environment for employees 
     • Understand that sexual harassment can devastate health, confidence morale and performance of victim. Impact of sexual harassment can also hit organization’s performance as the anxiety and stress produce by it leads the victim to take time off work due to sickness, reduces efficiency, or forces the victim to leave job 
     • Understand the reasons why the victim remain silent about sexual harassment. An absence of complaints does not necessarily mean an absence of sexual harassment. It may mean that the victims of sexual harassment believe that there is no point in complaining because: 
     • Nothing will be done about it
     • It will be trivialized 
     • The complainant will be subject to ridicule 26
     • The fear reprisals.

      

     2. Adopt a sexual harassment policy

     An effective measure to prevent sexual harassment at the workplace is to adopt a comprehensive sexual harassment policy. The aim is to ensure that sexual harassment does not occur; and if it occurs, adequate procedures are readily available to deal with problem and prevent its occurrence. The policy should include –

     I) An express commitment to eradicate and prevent sexual harassment 

     ii) A detailed definition of sexual harassment at the workplace. Scope of the policy  i)An explanation of penalties ii) A detailed outline of the procedure employees should use.