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New Gurugram Notification Dated 23rd December 2025: Mandatory POSH Annual Report Filing for the 2025 Calendar Year

  • Writer: Reetika Gupta
    Reetika Gupta
  • 5d
  • 2 min read

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 must follow to remain compliant with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Key highlights include:


  1. Internal PoSH Policy: You must have a prepared and implemented internal policy intended to create a gender-sensitive safe space and remove factors contributing to a hostile work environment. Crucially, sexual harassment must be specified as a form of misconduct within employment contracts or service rules.


  2. Conspicuous Notices: Sufficient notices must be displayed at prominent places informing employees of the organisation’s stance and the consequences of harassment. These must be provided in Hindi, English, and regional languages to ensure all staff, including contract labour and visitors, can read them.


  3. Employee Awareness Programmes: Organisations are required to host regular workshops. For the 2025 cycle, you must provide the specific dates and number of workshops, categorised into physical (in-person) and virtual sessions, as well as details on any E-learning modules used.


  4. Internal Committee (IC) Composition: You must attach a copy of the written order showing the constitution of the IC. The report requires a detailed table including the names, official designations, and contact details (email IDs) for the Presiding Officer (who must be a senior-level woman), members, and the External Member.


  5. Capacity Building for IC Members: You must report the dates of orientation programmes for IC members and the number of workshops (including specific dates) conducted in 2024 and 2025.


  6. Implementation of Recommendations: The report must confirm if the employer followed IC recommendations regarding interim measures and final awards within the prescribed time period.


  7. Statistical Annual Report: A specific table must be filled out detailing the number of complaints received, disposed of, and those pending for more than ninety days, including reasons for any delay.


Strict Penalties for Non-Compliance


The notification concludes with a stern warning: the submission of these reports is legally mandatory. Any organisation failing to comply with these provisions will be subject to penalties as prescribed under the PoSH Act, 2013





 
 
 

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