Skip to main content

Posts

Featured

Receiving a POSH Complaint the Right Way

Every POSH (Prevention of Sexual Harassment) investigation begins with a single step: the receipt of a complaint. This is far more than an administrative requirement it is the moment where an organization demonstrates its commitment to dignity, respect, and fairness at the workplace. How this step is handled sets the tone for the entire investigation, influences employee trust, and ensures compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. 1. How a Complaint Can Be Filed The POSH Act requires all complaints to be made in writing. To make this process inclusive and accessible, the law allows flexibility: A handwritten or typed letter can be submitted directly to the Internal Committee (IC) or its Presiding Officer. An email from the complainant’s official or personal ID is equally valid. If the complainant is unable to write, the IC must assist her in recording and formalizing the complaint. This ensures that the inability to ...

Latest posts

POSH law rights in corporate office.

POSH Cases: Madras High Court Highlights the Need for Sensitivity and Neutrality

Gujarat High Court Upholds Principles of Fair Hearing in POSH Cases

Calcutta High Court Reinforces Timely Action in POSH Cases: Bidyut Chakraborty v. Visva-Bharati University & Others

Bombay High Court Stresses Fair Inquiry in Sexual Harassment Cases: Saurabh Kumar Mallick v. The Comptroller & Auditor General of India & Ors.

Delhi High Court Reaffirms Importance of Natural Justice in POSH Inquiries: Somaya Gupta v. Jawaharlal Nehru University & Ors

Kerala High Court Clarifies Written Complaint Requirement Under POSH Act in Abraham Mathai v. State of Kerala

Madhya Pradesh High Court Clarifies Conciliation is Mandatory Under POSH Act Before Formal Inquiry

Who is the Inventor of POSH Law and Is It Good for the Corporate World?

POSH Law for Men in India: A Silent Side of the Conversation