POSH (Prevention of Sexual Harassment) Policy

Yes. The template is structured around the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and associated rules, and incorporates standard requirements such as Internal Committee constitution, timelines for complaints and inquiries, confidentiality and reporting obligations. Organisations should still obtain legal review for specific facts.

Legally, the POSH Act specifically protects women, but many organisations choose to provide equal internal protection to all genders by policy. This template can be adapted to extend internal protections to all employees while ensuring minimum statutory rights for women remain intact.

Failure to constitute an Internal Committee and implement a POSH Policy can expose the organisation to penalties, reputational risk and regulatory scrutiny, and complaints may be escalated to the Local Committee or external authorities. This template helps document compliance but must be paired with actual implementation and training.

The POSH law anticipates written complaints with identifiable parties, but organisations may allow confidential intake channels while ensuring fair inquiry and due process. This template can be customised to include additional confidential or whistleblowing mechanisms consistent with legal requirements.