10 Key FAQs on SHE-Box and POSH Compliance for Private Companies

Creating a safe, respectful, and inclusive workplace is no longer just good practice - it’s a legal necessity in India. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the POSH Act, mandates all employers to prevent and address sexual harassment at work.

To further streamline grievance redressal, the Government of India introduced, SHE-Box (Sexual Harassment Electronic Box), an online portal for filing complaints.

In this article, we answer 10 frequently asked questions (FAQs) to help private companies understand and implement POSH compliance effectively and responsibly.

1. What is the SHE-Box portal and how is it relevant to private companies?

SHE-Box (Sexual Harassment Electronic Box) is an online platform developed by the Ministry of Women & Child Development, Government of India. It allows women employees in both public and private sector organisations to lodge complaints of sexual harassment at the workplace. Private companies are required to ensure that their internal processes comply with the POSH Act, and employees may use SHE-Box as an additional reporting mechanism.

2. Is registration on SHE-Box mandatory for private companies?

Currently, there is no statutory mandate that forces private companies to register their Internal Committee (IC) on SHE-Box. However, many district authorities have issued circulars encouraging registration, and it is viewed as a best practice and proactive compliance measure under the POSH Act.

➡️ Related read: SHE-Box Registration – Legal Mandate or Proactive Compliance?

3. How does SHE-Box affect the company's Internal Committee (IC)?

   
   

When a complaint is filed on SHE-Box against a private company, it is forwarded directly to the company’s IC. The IC must then proceed with inquiry and resolution under the POSH Act’s prescribed procedures and timelines. SHE-Box does not replace the IC rather it complements it.

4. What is the role of the employer in relation to SHE-Box?

   
   

Employers are expected to:

(i) Ensure that their Internal Committee is properly constituted and compliant.

(ii) Appoint a Nodal Officer who will act as the liaison for the company on SHE-Box.

(iii) Respond to complaints forwarded via SHE-Box in a time-bound manner through the IC.

5. Who is the Nodal Officer, and what is their role in POSH compliance?

   
   

Under the POSH framework and SHE-Box portal guidelines, a Nodal Officer acts as the point of contact between the organisation and the District Officer or relevant authority.

His/ Her role includes:

(i) Facilitating the registration of the Internal Committee (IC) on the SHE-Box portal.

(ii) Ensuring timely updates regarding changes in the IC composition.

(iii) Coordinating for reports and compliance submissions.

(iv) Uploading training records, including details of employee sensitisation sessions and IC member training on an annual basis.

📘 Learn more about the legal role of the Nodal Officer in this detailed SHE-Box compliance guide.

6. Do Companies Need to Report IC Member Training Details on the SHE-Box Portal?

   
   

Yes, the SHE-Box portal now allows employers to report whether IC members have been trained. While not all states have made this mandatory, updating such training details reflects a proactive compliance approach and is recommended to demonstrate seriousness about redressal mechanisms.

Employers need to indicate:

(i) Whether the IC members are trained.

(ii) Whether external experts were involved.

(iii) Date of last training.

This step is aligned with the evolving focus on qualitative compliance and capacity building of the IC.

For a practical step-by-step approach, check out this article: 

👉 Are Employers Mandated to Provide Specialised Training to IC Members?

7. Are virtual/remote IC members trainings valid under law?

   
   

Yes. IC members can function remotely, and online trainings are valid, provided they are interactive and documented.

8. Should private companies review their POSH policies in light of SHE-Box?

   
   

Yes. Companies should periodically review and update their POSH policies to ensure:

(i) They include a reference to external mechanisms like SHE-Box.

(ii) They align with the latest legal expectations.

(iii) There is clarity on how the ICC will handle complaints referred via SHE-Box.

9. What are the risks of non-compliance for private companies under the POSH Act?

   
   

Non-compliance may result in:

(i) Monetary penalties under the POSH Act.

(ii) Cancellation or non-renewal of business licenses.

(iii) Reputational harm and employee attrition.

(iv) Court or tribunal action in case of severe violations or negligence.

10. Will registering on SHE-Box increase the risk of external scrutiny?

    
    

Not necessarily. SHE-Box is meant to promote transparency, not penalize companies. Proactive registration can demonstrate a company’s intent to comply and can work in its favor during inspections, audits, or even litigation.

Final Thoughts

The POSH Act and SHE-Box portal are powerful tools to help companies create safer workplaces and demonstrate their commitment to employee wellbeing.

For private sector organisations, compliance isn't optional - it's the law. But going beyond the bare minimum by building a respectful, harassment-free culture can also improve retention, enhance reputation, and reduce litigation risk.

Ready to assess your company’s POSH readiness or train your ICC members? Reach out to us at contact@poshexpertsolutions.com to schedule a consultation or compliance audit.