POSH Act Mandate:
POSH Act Training in Mumbai

Mumbai, being a large metropolitan city and economic hub, has a diverse workforce and a variety of industries. To ensure employees understand their rights, recognize harassment, and know how to report incidents, organizations conduct POSH Act training in Mumbai. This training creates awareness, strengthens policies, and helps organizations stay compliant with the law, avoiding penalties and reputational damage.

Step-by-Step Guide to POSH Act Compliance

Form an Internal Committee (IC)

Every employer must constitute an Internal Committee to receive and investigate complaints of sexual harassment.

• The committee must include a senior woman employee as the Presiding Officer.
• It should have at least two other employees familiar with social and legal issues related to women.
• An external member from an NGO or someone experienced in women’s rights must also be part of the committee.
• The tenure of the committee members is usually three years.
• The committee’s formation must be officially documented.

Develop and Share a POSH Policy

Organizations must draft a clear POSH policy that defines sexual harassment, outlines the complaint process, the role of the IC, and the consequences of misconduct.

• This policy should be shared with all employees.
• Keep the policy visible via notice boards and employee handbooks.
• The policy must also emphasize confidentiality and protection against victimization.

Conduct Regular POSH Act Trainings in Mumbai

Regular training programs are essential to educate employees and management about the Act, their rights, responsibilities, and how to handle complaints.

• Training should be conducted for all employees, including permanent, contractual, and temporary staff.
• New employees should receive POSH training early during onboarding.
• The Internal Committee must receive detailed training on investigation procedures and legal compliance.
• Trainings must happen at least once a year.

Establish Clear Complaint Mechanisms

Organizations should make it easy and safe for employees to report harassment.

• Provide multiple channels such as suggestion/complaint boxes, emails, or online forms.
• Allow anonymous complaints wherever possible.
• Make sure employees understand the process and know the timelines (complaints must generally be filed within three months).
• Maintain strict confidentiality around complaints and investigations.

Display Awareness Materials

Posters and information about the POSH Act, complaint procedures, and committee contact details should be displayed prominently in the workplace in multiple languages to ensure wide accessibility.

Conduct Fair and Timely Investigations

• Once a complaint is received, the IC should initiate an inquiry within 10 days.
• The investigation must be completed within 90 days.
• Both parties must be given a fair hearing.
• The IC should submit a detailed report with recommendations for action.
• All proceedings must maintain confidentiality.

Submit Annual POSH Reports

The Internal Committee is required to submit an annual report including the number of complaints and actions taken.

• This report should be submitted to the district officer and maintained for organizational records.
• Annual filing fulfills transparency and legal compliance requirements.

Maintain Proper Documentation

Keep organized records of:

• Committee formation and member appointments
• Training attendance and materials
• Complaints received and investigation reports
• Annual POSH reports