Updated on October 31, 2025 10:32:41 AM
The state of West Bengal, henceforth, is going to be a POSH compliant state by following the POSH Act, 2013, in terms of creating a safe, inclusive, and respectful working environment in every workplace all over the state. As mandated by the Act, companies employing 10 or more staff members are expected to constitute an Internal Committee. Training employees, managers, and HR people on recognition, reporting, and tackling harassment is a must by companies.
West Bengal demands organizations to work with an understanding of the nuances of culture and organizational setups. Running of workshops at regular intervals is an activity, which is very vital and not only in cities but in rural belts too where gaps in awareness need to be bridged.
This form of sensitization creates boundaries to help employees know how harassment can be identified and thus creates an organizational culture wherein an employee can be heard. Of importance in this framework of compliance is the IC, which acts confidentially to scrutinize complaints and ensures that there is a fair resolution to every case.
Members of the committee need to be trained to handle cases that contain sensitive details, and they should be careful with every case to ensure trust. Compliance also calls for submitting annual reports to the relevant authorities about the number of cases reported, resolved, and still pending.
POSH Compliance in West Bengal is governed by the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, which requires the creation of a safe and respectful environment for all employees, especially women. According to this Act, workplaces with 10 or more employees are required to form an Internal Committee (IC) to deal with and resolve cases of sexual harassment efficiently and fairly.
Organizations should also train regularly so that employees are made aware of their rights and responsibilities and reporting mechanisms. It includes creating awareness of the behaviors constituting harassment, understanding personal boundaries, and creating a supportive work environment. Maintenance of records and submission of annual reports regarding cases handled also form a part of POSH compliance, along with ensuring confidentiality and fairness in addressing grievances.
Implementing these components fosters a safer, respectful workplace and fulfills legal obligations under the POSH Act:
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:
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:
At times, employees are hesitant to report incidents of sexual harassment fearing that the complaint may retaliate against them or feel there is no point in raising the complaint.
West Bengal 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 West Bengal is required for the following reasons:
POSH compliance brings forth significant changes in the organizational culture in West Bengal, 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.
POSH compliance can be a source of value creation in a competitive West Bengal 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.
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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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 West Bengal, POSH compliance sets a safe and respectful atmosphere and reduces legal risks while creating employee satisfaction and employee retention.
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.
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.
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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