Do you Need POSH Compliance ?

Yes. Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, any organisation in India employing 10 or more employees must constitute an Internal Committee (IC), implement a POSH policy, conduct annual POSH training, and file statutory reports.

Non-compliance is not a minor gap. It is a legal liability.

If you are unsure about your current compliance status, a structured POSH audit can identify risk areas before they become penalties.

Ignoring POSH compliance exposes the employer to:

• Monetary penalties starting from ₹50,000 (as per the landmark judgements)
• Cancellation of business license (on repeat offence)
• Legal scrutiny
• Reputational damage
• Employee attrition and distrust

Workplace harassment cases are no longer handled quietly. Governance failures become public credibility issues.

Compliance protects leadership.

Many organisations have a policy document, but:

• Internal Committee members are not trained
• Inquiry documentation is weak
• Annual reports are incomplete
• Training is not conducted consistently
• Processes do not stand legal scrutiny

POSH compliance is not about having a document.
It is about having a defensible system.

Parth Excellence Consulting ensures your framework is legally aligned, documented, and operational — not symbolic.

We provide structured POSH compliance advisory including:

• POSH policy drafting and review
• Internal Committee constitution support
• External Member services
• IC member certification workshops
• Employee POSH awareness training
• Inquiry process documentation guidance
• Annual compliance reporting
• POSH audit and risk assessment

Additionally, we provide DEI consulting and gender sensitisation training to build prevention-focused workplace cultures.

Yes. Certified POSH experts with legal knowledge or social work experience can serve as External Members on the Internal Committee.

As an External Member, the role includes:

• Participating in quarterly IC meetings
• Supporting fair and unbiased inquiry processes
• Ensuring statutory compliance
• Strengthening documentation standards

External presence adds neutrality and credibility to proceedings.

Annual POSH training is expected under statutory guidelines. However, high-governance organisations conduct:

• Annual employee awareness training
• Role-based manager sessions
• Refresher programs for Internal Committee members
• Leadership sensitisation workshops

Training reduces risk. Silence increases exposure.

Yes. A compliant workplace must also be an inclusive workplace.

While POSH addresses legal prevention of sexual harassment, DEI advisory strengthens:

• Gender inclusion
• Psychological safety
• Inclusive leadership
• Bias awareness
• Workplace conduct

Prevention begins with culture, not just complaints.

Headquartered in Gurugram, providing on-site and virtual compliance services pan-India.

The first step is clarity.

We begin with a structured consultation to assess:

• Current compliance gaps
• Internal Committee readiness
• Documentation integrity
• Training coverage
• Risk exposure