POSH Compliance in Haryana Ensuring Workplace Safety & Respect

Updated on September 04, 2025 11:08:54 AM

POSH is a compliance measure that helps to promote safety and respect in the workplace in Haryana. Organizations having ten or more employees are obligated by law to maintain measures for preventing and dealing with sexual harassment under the POSH Act of 2013. Measures include setting up an Internal Committee (IC) to handle grievances, arranging regular POSH training for employees, and having transparent anti-harassment policies.

In such a dynamic landscape of the workplace in Haryana, comprising manufacturing, IT, and services, among others, POSH compliance assumes an important role in transforming the workplace into a respectful place. POSH training programs sensitize employees to prevent harassment and respond to incidents when they occur. The IC is the fulcrum of the grievance process, ensuring that investigations are conducted fairly and confidentiality is maintained.

POSH also encourages a healthy organizational culture with the hope of building trust, morale, and inclusion. By upholding the law of POSH, the organizations express their respect towards the value of each individual employee.

Haryana, with its rapidly growing industrial and corporate sectors, is home to a diverse workforce. Ensuring a safe, harassment-free workplace is not only legally required under the Prevention of Sexual Harassment (POSH) Act, 2013, but it is also crucial for fostering a positive work environment that supports productivity and employee satisfaction.

What is POSH Compliance in Haryana?

POSH compliance in Haryana is evidence of the organization's commitment to a safe and respectful workplace free from sexual harassment, as laid out by the POSH Act of 2013. Compliance involves forming an Internal Committee (IC) for any organization that has ten employees or more, to process complaints. Training programs for regular periods are also mandatory so that employees are trained in the identification, prevention, and reporting of incidents. The POSH compliance of the Haryana organizations creates a respect-including culture, ensuring the place of work is more productive and trustworthy.

POSH compliance in Haryana is required to make the workplace safe and free from harassment and to promote respect and equality. It finds its roots in the POSH Act of 2013, which states that every organization having ten or more employees must constitute an Internal Committee (IC) to redress complaints regarding sexual harassment quickly and confidentially. Regular POSH training and awareness programs make the employees aware of their roles in identifying, dealing with, and preventing harassment in the workplace.

What are the Key Components of POSH Compliance in Haryana?

Implementing these components fosters a safer, respectful workplace and fulfills legal obligations under the POSH Act:

  1. IC Constitution  The organizations of Haryana with 10 employees or more are required to form the internal committee or IC under POSH. The IC is responsible for dealing with and redressing complaints concerning sexual harassment in the workplace. The composition of IC must comprise of:
    • A presiding officer is a senior woman employee.
    • At least two members of the workforce with social work or legal knowledge.
    • One external member from an NGO or with experience in handling sexual harassment cases.
    • The IC ensures POSH compliance is fair and just and that the complaint redressal mechanism is unbiased.

  2. POSH Policy  An organization must formulate a clear, comprehensive POSH policy encompassing the following:
    • Definitional parameters of sexual harassment as incorporated in the POSH Act.
    • Procedure and modalities for reporting a complaint.
    • The role and responsibility of IC and the employees concerned.
    • Consequence of the offender if sexual harassment happens.
    • This policy should be accessible to all employees and also posted in a place at work so all know what rights they have and what to do should they face harassment.

  3. Training and awareness programs for employees   In practice, POSH compliance requires carrying out frequent training sessions and awareness programs for their employees regarding the Act, its provisions, as well as their rights and responsibilities. Training programs should cover:
    • Becoming aware of sexual harassment in different forms, the steps to be taken to report harassment, and promoting a respectful and inclusive workplace environment.
    • Thus, for Haryana-based companies, such training programs can be organized in coordination with local NGOs or other POSH consultants conducting awareness programs for multi-cultural employee groups.

  4. Complaints Handling and Redressal Procedure  The IC is expected to deal with complaints confidentially, unbiasedly, and professionally. According to the POSH Act, the complaint shall be disposed of within such period as may be prescribed so that quick action can be taken and redressal afforded to the aggrieved party.
    • Filing of Complaint: The aggrieved woman is accorded three months to present her complaint, and in extraordinary cases, the period can be extended.
    • Inquiry Proceedings: It shall conduct the inquiry within 90 days; all the time the interested commission is supposed to collect evidence and witnesses hear them.
    • Confidentiality: All case procedures must be kept confidential; therefore, the IC must keep the details of their case confidential.
    • Reporting: After the investigation, the IC reports its views and recommendations to the employer within 10 days of completing the inquiry.

  5. Filing and Annual Report  Annual Report has to be furnished by Organizations to the Haryana district officer detailing:
    • Number of complaints received and redressed.
    • Actions taken on receiving complaints.
    • Awareness programs/Training undertaken during the year.
    • All cases should be appropriately documented, with details of the inquiry and resolutions.

Responsibilities of the Employee under POSH Compliance in Haryana

Their position is further put to various demands in terms of responsibility as far as observing and ensuring compliance with POSH within their organization. They include:

  • Establish and ensure the effective working of the IC fairly and efficiently.
  • Formulate, implement, and communicate the policy on POSH.
  • Develop sexual harassment awareness training programs and workshops.
  • Take action as deemed necessary by the recommendations of the IC
  • Not penalize or victimize any victim of sexual harassment for complaining.
  • Prepare and submit annual reports to concerned authorities.
  • Failure to adhere to the provisions of POSH attracts heavy penalties against the employers, with amounts as high as ₹50,000 being levied for fines, and even revocation of licenses in case of repeated violations.

What are the Challenges in POSH Compliance in Haryana?

Although it is the requirement of law, several issues plague its effective implementation in an organization by the organizations. Some of the main issues are as follows:

What is the Importance of POSH Compliance for Business in Haryana?

Haryana is one of the parts of the NCR, which is equipped with diversified industries in the fields of information technology, manufacturing, finance, and media. Along with such industrial diversification and a vast workforce, POSH compliance in Haryana is required for the following reasons:

What is the Impact of POSH Compliance on organizational culture in Haryana?

POSH compliance brings forth significant changes in the organizational culture in Haryana, respecting and ensuring safety and inclusivity at the workplace. Having POSH regulations implemented in the workplace assures complete protection for a company from sexual harassment, and the workplace is counted as safe and accessible to all employees. Such compliance can promote more open communication and build trust among employees and management while providing clear reporting structures and strict accountability. Such a POSH-compliant culture lifts morale and reduces employee turnover nearly to half the numbers of an uncertain or hostile work environment. It positions the organization as a responsible and progressive employer attracting that much-needed talent, thus paving the way for long-term growth.

Conclusion

POSH compliance can be a source of value creation in a competitive Haryana business environment because it is related to respect and safe workplace environment at the job. Organizations should develop policies on POSH, have an IC in place, conduct regular training, and ensure that a complaint process is transparent. Such factors can work to build trust, boost employee well-being, and ensure legal compliance.

Compliance under the POSH Act, therefore, not only protects the employees but at the same time reflects an organization's support towards gender equality, ethical practices, and a safe and inclusive workplace.

Why Litem Legalis?

Ensuring POSH compliance can be complex and time-consuming, with many legal requirements and procedural steps to follow. However, "Litem Legalis" is here to streamline your POSH compliance journey, making it faster and easier to create a safe and respectful workplace. Your best choice is "Litem Legalis" because:

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Frequently Asked Questions (FAQs)
What is the POSH Act, and why is it important for companies in Haryana?

A legal mandate to protect employees - mostly women - from harassment based on sex at the place of work, the POSH Act 2013 came into existence. Among all these companies in Haryana, POSH compliance sets a safe and respectful atmosphere and reduces legal risks while creating employee satisfaction and employee retention.

Who is covered by the POSH Act, Haryana?

All organizations having 10 or more employees are liable to enact the POSH Act. It applies to private organizations, public sector entities, NGOs, and any other establishment regardless of their specific industry.

How would employees in Haryana submit a complaint on sexual harassment?

The employee has to make a written complaint to the IC within three months from the date of the incident. The IC will then hold an inquiry during which all matters shall remain confidential and then proceed by redressing the grievance.

Is POSH training Compulsory, and how often must it be conducted?

POSH training is mandatorily required. This has to be done yearly for every employee, so all can be made aware of preventing harassment and how it could be reported. Specialized training would also be required by members of the IC.

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