By Anuradha Gandhi and Isha Sharma
Introduction
Workplace safety and dignity are not optional-they are fundamental rights.
The Sexual Harassment of Women (Prevention, Prohibition and Redressal) Act, 2013 also known as the POSH Act serves as a vital legal safeguard to protect these rights, especially for women.
In today’s evolving corporate landscape, POSH compliance is not merely a formality or a checkbox exercise. It reflects an organization’s core values – a commitment to upholding respect, dignity and the safety of all employees, especially women in the workplace.
Is Having an Internal Committee Enough?
At first glance, constituting an Internal Committee (IC) may seem like fulfilling an organization’s obligation under the POSH Act. But is that where the responsibility ends?
Establishing an IC is only the first step. What truly matters is how effectively the committee functions-how well equipped its members are in understanding the law, handling complaints with sensitivity and ensuring due process of law. Simply existing on paper does little to build trust or ensure safety.
An effective IC is one that is not only aware of its roles and responsibilities but is also empowered to act with independence and integrity. For this to happen, periodic capacity building sessions, legal training and organizational support are indispensable.
Equally important is the need to foster a culture where employees feel safe and empowered to raise their voices without fear of stigma or retaliation. Only in such an environment can the true intent of the POSH law-ensuring respect, dignity and equality be realized.
Maharashtra Women’s Commission Calls for Mandatory POSH Audits
To ensure the system works both in letter and spirit- POSH Audit plays a crucial role. These audits serve as a check on whether the policies are being implemented effectively, whether the IC is active and well-trained and whether the grievance mechanism is timely and fair.
Recognizing the gap between legal compliance and actual implementation, Maharashtra State Women’s Commission took a significant step. Expressing serious concerns over the ineffective implementation of the POSH Act across several workplaces, the Commission recommended that POSH Audits be made mandatory across all workplaces as per the reports dated August 05, 2025.
In a recent video message posted on social media platform X, Hon’ble Chairperson Rupali Chakankar emphasized that while many organizations claim to have constituted Internal Committee as mandated under Section 4 of the POSH law but in practice, these bodies often remain inactive or existed only on paper.
“There is a serious lack of awareness among committee members about their rights, responsibilities and the legal framework, leaving women employees feeling unsafe despite the existence of these committees,” she said as reported.[1]
To bridge this gap, the Commission has submitted a proposal to the Minister for Women and Child Development, urging the government to issue a Government Resolution (GR) mandating periodic POSH audits in all offices, which should be accorded the same priority as financial or fire safety audits.
“A POSH audit should be treated with the same importance as a financial or fire safety audit,” she said as reported.
“Such audits would ensure that workplaces are not only legally compliant but also provide a genuinely safe environment for women employees,” she added as reported.
Conclusion
Indeed, the real essence of POSH Compliance lies in action and accountability, not just documentation. It requires organizations to continuously assess, train and build systems that protect and empower, and POSH Audits shall serve as a practical mechanism for evaluation.
As the push for mandatory POSH Audits gain momentum, it’s a timely reminder for employers/organizations to reflect on whether their workplace truly champions safety and respect- or merely appears to do so on paper.