Creating a safe and inclusive workplace is not just a best practice-it’s a legal requirement.
One of the most crucial step in ensuring a safe work environment, free from sexual harassment is the establishment of an Internal Committee (IC) under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 commonly referred to as the POSH Act.
What is the Internal Committee (IC)?
The Internal Committee (IC) is a crucial body set up within an organization to receive and handle complaints of sexual harassment at the workplace. It serves as the grievance redressal mechanism for employees and is empowered to conduct inquiries, recommend actions and ensure a fair and impartial resolution process.
As per the POSH Act, every organization with 10 or more employees, irrespective of the nature of work or industry, must constitute an Internal Committee (IC).
However, it is important for organizations to ensure that the committee so constituted is in adherence to the provisions of the POSH Act including:
- A Presiding Officer;
- At least two Members from the workforce; and
- An External Member
Failure to constitute an IC or improper composition of the committee, can lead to serious legal consequences, including but not limited to monetary penalties, loss of reputation and employee trust.
Thus, establishment of an Internal Committee is not merely a procedural formality- it is a fundamental step towards ensuring that all employees, especially women, feel protected and empowered within their workspace.