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Why Virtual-Only POSH Training Is Failing Indian Workplaces – and What the Law Says About It
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.
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7 Critical Mistakes in POSH Annual Return Filing (And How to Fix Them)
Is your organisation ready for the POSH Annual Return deadline? For many employers in India, January marks the beginning of the "compliance rush." While filing the Annual Report under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) might seem like a routine administrative task, it is actually a high-stakes statutory obligation. A single error—whether it’s sending the report to the wrong officer or misreporting data—can
New Gurugram Notification Dated 23rd December 2025: Mandatory POSH Annual Report Filing for the 2025 Calendar Year
GURUGRAM – The Office of the Additional Deputy Commissioner has issued a fresh directive, D.O. No. 50 dated 23rd December 2025 . This latest notification mandates that all non-government organisations—including companies, hospitals, banks, and schools—operating within Gurugram must submit their POSH Act Annual Report for the calendar year ending 31st December 2025. The "7-Point Mandate" for 2025 The notification outlines a strict comprehensive checklist that every employer
Landmark Judgment: SC Clarifies POSH IC Jurisdiction in Inter-Departmental & Third-Party Sexual Harassment Cases
The Supreme Court in the Dr Sohail Malik vs Union Of India (2025) case ruled that the Internal Committee (ICC) at the aggrieved woman's workplace has the jurisdiction to conduct the initial fact-finding inquiry in inter-departmental POSH cases, rejecting the argument that only the respondent's ICC has authority. This critical decision simplifies the process for all employees and companies under the Sexual Harassment of Women at Workplace Act, 2013 (POSH Act).
Recent Blog Posts
7 Critical Mistakes in POSH Annual Return Filing (And How to Fix Them)
Is your organisation ready for the POSH Annual Return deadline? For many employers in India, January marks the beginning of the "compliance rush." While filing the Annual Report under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) might seem like a routine administrative task, it is actually a high-stakes statutory obligation. A single error—whether it’s sending the report to the wrong officer or misreporting data—can
Jan 27
New Gurugram Notification Dated 23rd December 2025: Mandatory POSH Annual Report Filing for the 2025 Calendar Year
GURUGRAM – The Office of the Additional Deputy Commissioner has issued a fresh directive, D.O. No. 50 dated 23rd December 2025 . This latest notification mandates that all non-government organisations—including companies, hospitals, banks, and schools—operating within Gurugram must submit their POSH Act Annual Report for the calendar year ending 31st December 2025. The "7-Point Mandate" for 2025 The notification outlines a strict comprehensive checklist that every employer
Jan 7
Landmark Judgment: SC Clarifies POSH IC Jurisdiction in Inter-Departmental & Third-Party Sexual Harassment Cases
The Supreme Court in the Dr Sohail Malik vs Union Of India (2025) case ruled that the Internal Committee (ICC) at the aggrieved woman's workplace has the jurisdiction to conduct the initial fact-finding inquiry in inter-departmental POSH cases, rejecting the argument that only the respondent's ICC has authority. This critical decision simplifies the process for all employees and companies under the Sexual Harassment of Women at Workplace Act, 2013 (POSH Act).
Dec 11, 2025
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