Who Does What? Duties of each IC Member in the POSH Internal Committee

When it comes to building a workplace that is truly safe, respectful, and inclusive, the Internal Committee (IC) under the POSH Act, 2013 serves as the cornerstone of accountability. But for the IC to be effective—not just compliant—each member must understand their role, responsibilities, and the expectations that come with them.

In this article, we unpack the specific duties of every IC member—Presiding Officer, Employee Members, and the External Member—and offer clarity on how each contributes to the pursuit of justice, fairness, and dignity at work.

1. The Presiding officer: Leading with fairness and authority

   
   

The Presiding Officer, who must be a senior woman employee, anchors the IC’s operations. Her role is central to upholding the spirit of the POSH Act.

• Leads all IC proceedings and ensures compliance with the POSH Act.

• Receives and acknowledges formal complaints.

• Guides the inquiry process in a fair, sensitive, and impartial manner.

• Maintains confidentiality throughout the proceedings.

• Drafts and submits the final inquiry report with clear findings and recommendations to the employer.

• Champions awareness and policy implementation across the organisation.

  
  

2. Employee Members: Representing internal sensitivity and support

Drawn from the workplace, Employee Members play a dual role—facilitators of fairness and advocates for safety.

• Assist the complainant in navigating the process.

• Provide perspectives on workplace culture and context.

• Participate actively in inquiries and decision-making.

• Uphold strict confidentiality.

• Support awareness initiatives and create a safer workplace environment.

  
  

3. External Member: Ensuring objectivity and legal oversight

The External Member is often a POSH expert, legal professional, or NGO representative—and is vital to lending credibility and neutrality.

• Brings an independent and unbiased viewpoint to inquiries.

• Advises the IC on legal nuances and due process.

• Contributes to the inquiry report with recommendations grounded in best practices.

• Reinforces confidentiality protocols.

• Supports organisation-wide sensitisation and training efforts.

  
  

General Responsibilities of the IC: Safeguarding culture and compliance

Collectively, the IC shoulders broader responsibilities that go beyond inquiries:

• Promote and uphold a workplace free from sexual harassment.

• Publicise the POSH policy and IC member details clearly within the organization.

• Address and investigate complaints thoroughly, fairly, and promptly.

• Recommend disciplinary actions or restorative remedies to the employer.

• Track the implementation of recommendations to ensure closure.

• Submit an Annual Report to the employer detailing number of cases filed, resolved, and training conducted.

  
  

Confidentiality Protocols: A non-negotiable standard

The IC’s ability to maintain trust hinges on how well it protects sensitive information:

• IC members must sign confidentiality agreements at the start of their term.

• Parties involved (complainant, respondent, witnesses) should sign NDAs.

• All IC meetings must be held in private, secure spaces.

• Access to files (digital or physical) should be strictly limited.

• Shared documents must be encrypted or password-protected.

• Identities may be redacted when sharing with external authorities or the employer.

• Both complainant and respondent must be sensitively guided to avoid public disclosure.

Conclusion: A role well played is a workplace well protected

Each IC member brings a unique lens and responsibility to the table. When every role is executed with integrity, sensitivity, and a strong understanding of the POSH framework, the result is more than compliance—it’s culture change.

Informed, empowered, and ethical Internal Committees aren’t just the law—they’re the backbone of safer workplaces.