Make POSH Compliance Simpler When It Matters Most

Our CMS automates the entire process, from complaint filing to final resolution. With features like allegation-based tracking, automated reminders, and report generation, it ensures compliance without manual effort.

In a POSH complaint, the complainant is the person who reports or files a complaint of sexual harassment at the workplace. The respondent is the person against whom the complaint has been made.

An allegation is a specific claim that the respondent engaged in inappropriate behavior with a sexual nature. Each allegation represents one distinct action or incident that needs to be evaluated during the inquiry.

Example: If an employee says a colleague made an inappropriate joke and later sent uncomfortable messages, these would be two separate allegations, even though they are part of the same complaint.

An allegation-based approach (ABA) is a method where a complaint is broken down into separate incidents (allegations), and each one is investigated individually. This helps the Internal Committee stay objective and avoid confusion, especially when complaints are detailed or emotionally complex.

Example: If a complainant reports inappropriate comments, repeated messages, and an incident at an office event, each of these is treated as a separate allegation and examined on its own.

The allegation-based approach (ABA) helps Internal Committees handle complaints in a more structured and effective way. By breaking down a complaint into individual allegations, it allows each incident to be examined separately, ensuring clarity and focus.

This approach is time-efficient, objective, and evidence-driven, as decisions are based on specific incidents rather than a general narrative. While there are multiple ways to conduct an inquiry, ABA is widely preferred because it leads to more structured investigations and fairer outcomes.

Confidentiality is crucial in POSH cases to protect the privacy, dignity, and safety of all parties involved. Any breach can lead to stigma, retaliation, or loss of trust in the process, making it essential to handle information with utmost care.

A POSH Case Management System helps maintain confidentiality by providing secure access controls, NDA integration, data encryption, and activity tracking, ensuring that sensitive information is only accessible to authorized individuals and remains protected at every stage of the inquiry.

In a POSH inquiry, all evidence, such as statements, documents, emails, chat logs, and recordings, must be carefully documented, verified, and stored securely. The Internal Committee is responsible for maintaining accurate and complete records throughout the investigation to ensure transparency, fairness, and compliance.

Our CMS simplifies this by providing a secure, centralized platform to upload, organize, and access all evidence in one place. With features like controlled access, encryption, watermarking, and audit trails, the CMS ensures that evidence remains protected, tamper-proof, and easily retrievable whenever needed.

A POSH complaint follows a defined step-by-step timeline to ensure timely and fair resolution. After a complaint is received, a copy is shared with the respondent within 7 working days, and the respondent must submit a written response within 10 working days.

The Internal Committee then conducts the inquiry or conciliation process, which must be completed within 90 days. Once the inquiry is concluded, the IC submits its recommendations within 10 days, after which the employer takes appropriate action based on the findings within 60 days.

This structured timeline ensures that cases are handled efficiently without unnecessary delays. Our CMS helps track each stage, sends reminders, and ensures all deadlines are met seamlessly.

The Internal Committee is a legally mandated body under the POSH Act responsible for handling and resolving workplace sexual harassment complaints. It is a permanent committee within a company, consisting of designated members as per legal requirements.

A Case Panel is a smaller group formed from IC members to handle a specific case. It focuses on conducting the inquiry, reviewing evidence, and making recommendations for that particular complaint.

• The IC is the official body responsible for all POSH cases in the company.
• The Case Panel is a subset of the IC assigned to investigate an individual case.

Sexual harassment includes unwelcome acts such as inappropriate comments, physical contact, requests for favors, sharing explicit content, or any behavior with a sexual connotation that creates a hostile work environment.

A complaint should ideally be filed within 3 months from the date of the last incident.

Conciliation is an alternative dispute resolution process under the POSH Act that allows the complainant and respondent to settle the matter amicably without going through a full inquiry. It can only be initiated if the complainant requests it, and the Internal Committee acts as a neutral mediator throughout the process.

No, monetary compensation cannot be the basis of conciliation under the POSH Act. This rule exists to prevent misuse of the law, such as coercion or financial pressure.

Instead, conciliation outcomes may include actions like an apology, commitment to stop the behavior, or other mutually agreed non-monetary terms.

An ex-parte decision means the IC continues the inquiry and makes a decision without the participation of the absent party, after giving proper notice. This ensures the process is not delayed unnecessarily.

Under the POSH Act, a workplace is defined broadly and goes beyond just the physical office. It includes any place where an employee works or is present as part of their employment.

• Office premises and branch locations
• Work-from-home or remote work environments
• Client sites or offsite meetings
• Company-provided transportation
• Work-related events, conferences, or travel

In simple terms, any location connected to work where professional interactions occur can be considered a workplace under the POSH Act.

Yes, a POSH complaint can be filed even if the incident occurs outside of official office hours, as long as it is connected to the workplace or arises out of a work-related context.

This includes situations such as work trips, office parties, client meetings, or any interaction linked to employment. The key factor is not the time, but whether the incident is related to the professional environment.

Example: If inappropriate behavior occurs during a team dinner or business travel, it can still be considered a valid POSH complaint.

If a complaint is found to be malicious or intentionally false, the Internal Committee may recommend action against the complainant as per company policies and the POSH Act. This can include disciplinary measures similar to those applicable to the respondent.

Genuine complaints made in good faith are protected, but deliberately false accusations may lead to consequences.

Yes, POSH training is mandatory for companies under the POSH Act. Employers are required to create awareness about workplace sexual harassment, educate employees about their rights and responsibilities, and ensure that members of the Internal Committee are properly trained to handle complaints.

Yes, as per the POSH Act, it is mandatory for every company with 10 or more employees to constitute an Internal Committee.

The Internal Committee must consist of a Presiding Officer (a senior woman employee), at least two employee members, and one external member who is familiar with issues related to sexual harassment or legal matters.

The presence of an external member ensures impartiality, while having a woman as the Presiding Officer helps create a more sensitive and balanced approach to handling complaints.

As per the POSH Act, at least 50% of the members of the Internal Committee must be women.