POSH Compliance in the Workplace: Mandatory Requirements for 2025

Creating a safe, respectful, and inclusive workplace is no longer optional—it is a legal and ethical responsibility. As organizations move into 2025, POSH compliance in the workplace continues to be a critical requirement under Indian labour laws to ensure women’s safety and dignity at work.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the POSH Act, mandates specific actions for employers, including the formation of an Internal Complaints Committee (ICC).

This blog explains the mandatory POSH requirements for 2025, with a focus on ICC setup, employer responsibilities, and best practices.

What Is POSH Compliance?

POSH compliance refers to adherence to legal obligations aimed at:

• Preventing sexual harassment at the workplace
• Providing a structured complaint redressal mechanism
• Protecting women employees, interns, consultants, and visitors
• Promoting a culture of respect and accountability

Who Must Comply With POSH in 2025?

POSH compliance is mandatory for:

• Organizations with 10 or more employees
• Private companies, startups, NGOs, and educational institutions
• Government and public sector organizations
• Offices, factories, branches, and remote workplaces

Mandatory Requirement: Setting Up an Internal Complaints Committee (ICC)

Every eligible organization must constitute an Internal Complaints Committee (ICC) at each workplace or office location.

Mandatory ICC Composition

An ICC must include:

• Presiding Officer
  • A senior woman employee
• Two Internal Members
  • Employees committed to women’s causes or with legal/HR knowledge
• One External Member
  • From an NGO, legal background, or women’s rights organization

Key Rule: At least 50% of ICC members must be women.

Roles and Responsibilities of the ICC

The ICC is responsible for:

• Receiving sexual harassment complaints
• Conducting impartial and confidential inquiries
• Recommending corrective or disciplinary action
• Submitting annual reports to the employer and district officer
• Ensuring timely resolution (within prescribed timelines)

Employer Obligations Under POSH Compliance (2025)

Employers must:

• ✔ Formally constitute and notify the ICC
• ✔ Display POSH policy and ICC details at the workplace
• ✔ Conduct mandatory POSH awareness training
• ✔ Ensure confidentiality of complaints and proceedings
• ✔ Provide support to the aggrieved woman
• ✔ File annual POSH compliance reports

POSH Training and Awareness: A Legal Requirement

For effective compliance in 2025, organizations must:

• Conduct regular POSH awareness sessions
• Train ICC members on inquiry procedures
• Educate employees on:
  • What constitutes sexual harassment
  • Complaint filing process
  • Rights and protections under the law

Penalties for Non-Compliance in 2025

Failure to comply with POSH requirements can lead to:

• Monetary penalties up to ₹50,000
• Cancellation or non-renewal of business licenses
• Reputational damage and loss of employee trust
• Legal action and government scrutiny

Repeated non-compliance attracts higher penalties.

Best Practices for POSH Compliance in 2025

To go beyond minimum compliance:

• Review POSH policies annually
• Ensure ICC members are trained and active
• Encourage a speak-up culture
• Address complaints without bias or retaliation
• Include POSH compliance in corporate governance frameworks

Why POSH Compliance Matters Beyond Legal Obligations

POSH compliance helps organizations:

• Build a safe and inclusive workplace culture
• Improve employee morale and retention
• Reduce legal and reputational risks
• Strengthen employer branding
• Promote gender equality and trust

Frequently Asked Questions (FAQs)

1. Is POSH compliance mandatory in 2025?

Yes. POSH compliance remains mandatory for all organizations with 10 or more employees in 2025.

2. Can startups be exempt from POSH requirements?

No. Startups are not exempt if they meet the employee threshold.

3. Is an external ICC member compulsory?

Yes. Having an external member is a mandatory legal requirement.

4. What if there are fewer than 10 employees?

Such workplaces fall under the Local Complaints Committee (LCC) at the district level.

5. Is POSH applicable to remote or hybrid workplaces?

Yes. POSH applies to all forms of work, including remote, hybrid, and off-site work.

6. How often should POSH training be conducted?

At least once a year, or whenever new employees or ICC members are onboarded.

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