POSH Inquiry Report: Mandatory or Procedural Formality? [JANUARY]
Compliance Alert: Gurugram Officer on POSH Annual Report [FEBRUARY]
Presiding Officer Eligibility: A legal grey area [MARCH]
Does the POSH Act apply to Political Parties? [APRIL]
Haryana Government issues New Guidelines for Women’s Safety [MAY]
Maharashtra (Mumbai) - Registration of the Internal Committee on the SHe-Box portal [MAY]
Delhi Government Issues Notice on Mandatory Registration on the SHe-Box Portal [JUNE]
New MCA Notification Tightens POSH Disclosure Requirements [JUNE]
Is conciliation mandatory before a POSH Inquiry? [JULY]
Rajasthan State Government Notification on POSH Compliance [JULY]
Maharashtra State Women’s Commission Pushes for Mandatory POSH Audits [AUGUST]
Andhra Pradesh High Court Affirms: Trans Woman Entitled to Legal Recognition [AUGUST]
Bodily Injuries Not Essential to Prove Sexual Harassment [AUGUST]
Supreme Court Mandates POSH Compliance, orders District-Wise Survey Nationwide [SEPTEMBER]
Tamil Nadu Becomes First Indian State to Mandate LGBTQIA+ Sensitization in Medical Education [OCTOBER]
Beyond Office Walls: Social Media recognized as a ‘Workplace’ under Posh Law [OCTOBER]
National Commission for Women Calls for Stronger Cyber Laws [NOVEMBER]
SC agrees to hear Plea seeking POSH Protection for Women Advocates [DECEMBER]
Is the Inquiry Report under POSH law just a formality or a crucial part of the process? One of the questions that often arises during sexual harassment inquiries are
“Is it mandatory to share this report with the alleged perpetrator/accused/Respondent?”
“Can withholding the report amount to violation of natural justice?”
To seek clarity on this issue, please refer to our article here: https://ssrana.in/posh-law/articles/is-it-mandatory-to-provide-the-posh-inquiry-report-to-the-complainant/
The Additional Deputy Commission-cum-District Officer of Gurugram, Haryana had issued a notification emphasizing every government and non-government organizations to submit the POSH Annual Report to the District Officer in the prescribed format pertaining to the compliances as mentioned under the POSH Act.
To know more what these compliance requirements are and what details need to be incorporated in the annual report, please refer to our article below:
An incorrectly appointed Presiding officer can render the inquiry procedurally flawed. Hence, questions around eligibility, seniority and compliance continue to trigger legal scrutiny.
To seek clarity on this, refer our article here:
Where do political parties stand under the POSH framework? Is protection under the Act extended to them?
Find out the answers in our latest article, where we decode the scope of the Act and the court’s analysis to India’s political structure.To know more, read our article here:
https://ssrana.in/posh-law/articles/posh-act-and-its-relevance-to-political-parties-in-india/
In a major stride towards promoting safer and inclusive workplaces, the Haryana Government Labour Department had rolled out a notification aimed at bolstering the safety and security of women working during night shifts i.e., from 08:00 P.M. to 06:00 A.M.
This new notification goes further, offering a detailed compliance framework for employers, aimed at mitigating risks and ensuring women’s dignity, security and well-being during late working hours.
To know more about what these guidelines are, please refer to our article here:
In a move to tighten the enforcement of workplace safety laws for women, the District Women and Child Development Officer, the Mumbai City, had issued a public appeal reminding all private establishments of their statutory obligations under the POSH Act, 2013 vide Notification No. DGIPR/2025-26/480.
To know more about this notification, please refer to our article here:
The Department of Women and Child Development, Government of NCT of Delhi had recently issued a public notice dated June 12, 2025 calling upon all public sector organizations, private sector entities and their subordinate offices to register their organizational details on the SHe-Box portal.
To remain updated on further state-specific notifications, refer our article here:
https://ssrana.in/posh-law/news-event/delhi-government-notice-on-she-box-portal/
In a significant move to promote workplace safety and corporate accountability, the Ministry of Corporate Affairs (MCA) had notified the Companies (Accounts) Second Amendment Rules, 2025 mandating companies to furnish specific disclosures relating to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 commonly known as the POSH Act in their annual filings. Failing to adhere to this compliance, may result in penal consequences.
To know more about this notification, please refer to our article here:
https://ssrana.in/posh-law/news-event/news/mca-new-notification-on-posh-act-compliance/
Is it compulsory to attempt conciliation before initiating an inquiry? Who has the authority to initiate and conduct the conciliation process? When is the conciliation process considered complete or valid?
To know more about this in detail, please refer to our article here:
In a significant move reinforcing the seriousness of compliance under the POSH Act, 2013, the Government of Rajasthan, District Collector and District Magistrate of Jaipur, released a public notice reiterating strict adherence to the provision of the POSH Act across all private establishments, government departments and public sector undertakings.
To know more about this notification and what compliances are to be taken care of, please refer to our article here:
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.
To know more about this in detail, please refer to our article here:
In a watershed moment for India’s legal journey toward gender inclusivity, the Andhra Pradesh High Court has affirmed that a Tran’s woman is entitled to recognition and protection under matrimonial laws.
This ruling upholds the spirit of the Constitution, promoting dignity, equality, and personal autonomy for all individuals, regardless of gender identity.
To know more about this ruling, please refer to our article here:
In a landmark judgment, the Hon’ble Supreme Court of India emphasized that there is no “one-size-fits-all” reaction to sexual assault. The bench clarified that physical injuries or dramatic outcry are not prerequisites for establishing the offence.
To know more about this, please refer to our article here:
https://ssrana.in/posh-law/articles/calling-a-woman-ri-amounts-to-offence-of-insulting-her-modesty/
In August 2025, the Hon’ble Supreme Court of India made a more decisive move to bridge this gap. In a directive issued by Hon’ble Mr. Justices B.V. Nagarathna and K.V. Viswanathan, in the landmark case of Aureliano Fernandes v. State of Goa & Ors., ordered a district-wise survey across the country to verify whether employers in both public and private sectors have complied with the POSH Act’s requirements.
To read more on this, please refer to our article here:
The State of Tamil Nadu becomes the first to take a significant step toward inclusive healthcare to mandate LGBTQIA+ sensitization and transgender health training across all levels of medical education.
To read more on this please refer to our article here:
What exactly constitutes a ‘workplace’ under the Act and where does its ambit end? Can inappropriate interactions on these platforms also fall within the ambit of ‘workplace’ under the POSH Act?
The Hon’ble Delhi High Court has delivered several crucial legal issues regarding the scope of the workplace under the POSH Act. To know more, please refer to our article here:
https://ssrana.in/posh-law/articles/facebook-whatsapp-is-workplace-under-posh-law-delhi-high-court/
With increasing instances of cyber harassment and online abuse against women, the NCW has proposed key recommendations to strengthen cyber laws and enhance digital safety.
To know what these proposed measures are, please refer to our article here:
https://ssrana.in/posh-law/articles/ncw-urges-gender-sensitive-cyber-law-reforms/
In a significant development, the Supreme Court has agreed to hear the Supreme Court Women Lawyers Association plea seeking extension of the applicability of POSH Law to women advocates. This comes in response to the Bombay High Court ruling which held that the POSH Act shall not be applicable to members of the legal profession.
To know more, please refer to our article here:
