Many companies unwittingly expose themselves to defamation suits by reporting a former employee as "guilty" of sexual harassment in a Background Verification (BGV) check when the inquiry is either pending, inconclusive, or the person was merely an "accused" (Respondent) without a final verdict. Confidentiality is a critical aspect for an effective inquiry and redressal mechanism under the PoSH Act. The primary legal framework governing non-disclosure is Section 16 of the Act.

One of the most common questions organisations face when setting up their Prevention of Sexual Harassment (POSH) framework is regarding role duality: Can the POSH Nodal Officer also serve as a member of the Internal Committee (IC)? The short answer: No. While the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 does not explicitly prohibit this, both the SHe-Box portal’s operational design and the principles of natural justice make suc

As of November 21, 2025, India has officially entered the era of the New Labour Codes, reshaping the foundations of employment law. HR teams are racing to realign payroll structures, leave rules, and social security contributions. But in this compliance rush, a dangerous blind spot has emerged. Most organisations are treating the POSH Act and the New Labour Codes as two separate, parallel compliance tracks. They are not. Our legal analysis shows that the Wage Code, Social Sec