In a legal landscape increasingly focused on robust mechanisms for preventing and redressing workplace sexual harassment, the question...

The journey of a sexual harassment complaint through our legal system can be complex, often moving between internal and external forums....

Inquiries into workplace sexual harassment complaints are governed by the Sexual Harassment of Women at Workplace (Prevention,...

Many companies in India are reducing POSH training to click-through online modules. But the POSH Act, 2013 requires true sensitisation—covering confidentiality, Internal Committee reporting, and legal implications of false complaints. SHE-BOX audits now demand proof of real training. Virtual-only POSH training may leave employees confused and expose companies to legal risk.

Creating a safe, respectful, and inclusive workplace is no longer just good practice - it’s a legal necessity in India. The Sexual...

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (PoSH Act) is a landmark piece of...

A significant directive from the Ministry of Women and Child Development, bolstered by a Supreme Court judgment, now mandates all organisations with ten or more employees to appoint a Nodal Officer for the SHe-BOX (Sexual Harassment electronic Box) portal. This move aims to strengthen the implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the PoSH Act. The requirement for appointing a Nodal Office

In recent times, there has been a significant rise in awareness around the enforcement of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”). Driven by judicial scrutiny and proactive administrative measures, district administrations across India have begun tightening enforcement, with particular attention to digital compliance through the SHe-Box Portal, the centralised platform for POSH implementation. This transformat

Not long ago, I came across a case that highlighted a rarely spoken challenge under workplace law. A senior project manager, (let’s call...

In the 21st century, while women are often seen as equal counterparts at work and home, from a woman's perspective, true equality remains...

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) provides a framework for...

When it comes to building a workplace that is truly safe, respectful, and inclusive, the Internal Committee (IC) under the POSH Act,...

The Prevention of Sexual Harassment (POSH) Act, 2013 serves as a critical piece of legislation aimed at creating safe and equitable...

Living in a Resident Welfare Association (RWA) should offer a sense of community and shared responsibility—this includes ensuring a safe...

Multinational corporations (MNCs) often face complex situations regarding workplace conduct, especially when employees travel...

The debate surrounding the use of non-disclosure agreements (NDAs) in sexual harassment cases is intensifying globally, particularly in...

The Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (" PoSH Act" ), was enacted to provide a safe and...

Imagine this: An employee’s wife is subjected to harassment by her husband's boss. Can she seek justice within the confines of the...

Did you know that a 2023 report by the International Labour Organisation found that over one in three employees worldwide has experienced...

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (PoSH Act), was introduced to create safer...