Sign in

POSH Policy: Legal Requirements, Drafting and Implementation

Legal Guide
POSH Policy: Legal Requirements, Drafting and Implementation

POSH policy stands for Prevention of Sexual Harassment policy. It is a workplace policy that aims to prevent sexual harassment and create a safe and inclusive work environment for all employees. Sexual harassment is a serious workplace problem that can negatively impact an employee's mental health, productivity, and job satisfaction. A POSH policy is, therefore, essential to address this problem and ensure that employees are protected.

The importance of POSH policy in the workplace cannot be overstated. It ensures compliance with legal requirements and helps create a culture of respect and equality. Employers must ensure that they meet the legal requirements for implementing a POSH policy. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, mandates every organisation with more than ten employees to have a POSH policy in place.

II. Creating a POSH Policy

Creating a POSH policy requires a structured approach. Here are the steps to create a POSH policy:

  1. Form a committee: The first step is to form a POSH committee. The committee should have a minimum of three members, and at least one member should be external to the organisation.
  2. Survey: Conduct a workplace survey to understand the prevalent issues and perceptions about sexual harassment in the workplace. This will help in drafting a policy that is relevant and effective.
  3. Define sexual harassment: Define sexual harassment and provide examples in the policy. This will ensure that all employees understand what constitutes sexual harassment and what behaviour is unacceptable.
  4. Outline the complaint procedure: The policy should outline the procedure for filing complaints of sexual harassment. This includes the process of filing a complaint, the timeframe for investigating the complaint, and the action that will be taken against the accused.
  5. Define the role of the POSH committee: The policy should define the role of the POSH committee, including its responsibilities, powers, and procedures for handling complaints.
  6. Establish penalties for violations: The policy should establish penalties for violations of the POSH policy. This includes disciplinary action against the accused, including termination of employment, if necessary.
  7. Draft the policy: Once all the above steps are completed, draft the policy. The policy should be written in simple language that is easy for all employees to understand.
  8. Seek feedback: It from employees and the POSH committee on the draft policy. This will help identify any gaps or areas that need improvement.
  9. Finalize the policy: Once feedback is received, make any necessary changes and finalise the policy. The policy should be communicated to all employees, and training should be provided on the policy.

III. Implementing POSH Policy

Implementing a POSH policy is just as important as creating one. Here are some tips for implementing a POSH policy effectively:

  1. Sensitize employees: Why it is important to sensitize employees. This includes training on sexual harassment, its impact, and how to prevent it.
  2. Establish a reporting mechanism: Establish a mechanism for reporting sexual harassment complaints. This includes ensuring that employees know how to file a complaint and who to report to.
  3. Conduct regular training: Conduct regular training on the POSH policy to ensure that employees are aware of the policy and their rights.
  4. Ensure confidentiality: Ensure that complaints are handled confidentially and that the complainant's identity is protected.
  5. Take action: Take action against the accused if the complaint is found to be genuine. This includes disciplinary action, termination of employment, or legal action, if necessary.
  6. Monitor and evaluate: Monitor and evaluate the implementation of the policy regularly. This includes reviewing the complaints received, the action taken, and the effectiveness of the policy.

Why Consider Contract Bazar To Protect Your Workplace With POSH Policy?

Contract Bazar offers services to aid businesses in creating a safe and legally protected working environment. Here are some reasons why businesses should consider Contract Bazar to protect their workplace with POSH policy:

  • Expertise: Contract Bazar has been working in the legal industry for the last 9 years and has successfully worked with 2000+ clients in India and abroad. Advocate Prerna Oberoi and Mr Subrata Bhattacharyya are the founders of Contract Bazar, and they bring their expertise to provide businesses with legal assistance.
  • Mission: Contract Bazar's mission is to create awareness and convenience for businesses to have legal assistance just a call away for start-ups and MSMEs. They aim to aid businesses in making day-to-day business decisions with legal protection to mitigate the risk of litigation in the future.
  • Technology: Mr Subrata Bhattacharyya, Contract Bazar's Tech Co-Founder, has 19+ years of experience across industries and domains. He understands the value of technology in providing a smooth experience to the user while maintaining confidentiality in business. Contract Bazar uses smart technology to provide businesses with a platform to create, manage, and e-sign contracts in one place.
  • Virtual Legal Partner: Contract Bazar has initiated to become your Virtual Legal Partner, providing quick access to reliable expert corporate legal counsel at a reasonable price that shall guide and execute work, all on one platform. They offer value-for-money legal assistance and are a team of virtual legal experts for all businesses' legal queries.
  • Simplified and Quality Legal Services: Contract Bazar offers seamless access to simplified and quality legal services, like legal consultation, drafting, reviewing, and e-sign. They have a team of qualified in-house experts dedicated solely to our client’s legal business needs and provide them with strategic assistance within minutes.
  • POSH Policy: The Prevention of Sexual Harassment (PoSH) at Workplace Act of India mandates every organization to define their sexual harassment policies, prevention systems, procedures, and service rules for its employees. Recent reports claim a rise in the number of cases registered for sexual harassments at the workplaces. By ensuring that all the employees go through necessary PoSH training, businesses can ensure a safe working environment.
  • Mitigating Risk: Actions like sexual harassment can result in undesirable physical and emotional ramifications. It adversely affects the productivity of employees, creating an unpleasant atmosphere. Many times, performing regular tasks in the workplace can be difficult. By having a PoSH policy in place, businesses can mitigate the risk of such incidents and create a safe and healthy work environment.

IV. Conclusion

Implementing a POSH policy is essential to creating a safe and inclusive workplace. It ensures compliance with legal requirements and helps create a culture of respect and equality. By following the steps outlined in this guide, organizations can create an effective POSH policy that is relevant and easy to understand. Implementing the policy effectively requires sensitization, training, and a commitment to take action against violations. By doing so, organizations can create a safe and conducive work environment for all employees.

Legal Guide
Zupyak is the world’s largest content marketing community, with over 400 000 members and 3 million articles. Explore and get your content discovered.
Read more