POSH Act 2013 Explained: Full Form, Applicability, ICC & Compliance (2026)
Quick answer: POSH full form is the Prevention of Sexual Harassment (of Women at Workplace) Act, 2013. It requires every employer with 10 or more employees to constitute an Internal Committee (IC/ICC), have a POSH policy, run awareness training, and resolve complaints within defined timelines — typically an inquiry within 90 days.
Key facts
- Full name: The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
- Applicability: every workplace with 10 or more employees must form an Internal Committee (IC/ICC).
- Local Committee (LC): districts have an LC for smaller establishments and complaints against the employer.
- Timelines: inquiry generally completed within 90 days; report acted on within 60 days.
- Penalties: fines and possible cancellation of licence/registration for non-compliance.
What is the POSH Act, 2013?
The POSH Act, 2013 — the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act — is an Indian law that protects women from sexual harassment at the workplace and provides a mechanism to prevent and redress complaints. It defines sexual harassment, mandates an internal redressal body, and sets out the complaint, inquiry and reporting process employers must follow.
Who does the POSH Act apply to?
The Act applies to all workplaces in India — private companies, government offices, NGOs, hospitals, educational institutions, and unorganised sectors. Any employer with 10 or more employees must constitute an Internal Committee. It protects women employees, including regular, temporary, contract, and intern staff, and visitors to the workplace.
The Internal Committee (ICC)
Every employer with 10+ employees must set up an Internal Committee (IC, often called ICC) at each office location.
- Presiding Officer — a senior woman employee.
- At least two employee members committed to the cause of women or with relevant experience.
- One external member from an NGO or association familiar with sexual harassment issues.
- At least half of the members must be women.
Complaint process and timelines
- The aggrieved woman files a written complaint to the IC, generally within 3 months of the incident (extendable).
- The IC may attempt conciliation if she requests it (no monetary settlement as a basis).
- Otherwise the IC conducts an inquiry, ordinarily completed within 90 days.
- The IC submits its report to the employer within 10 days of completing the inquiry.
- The employer acts on the recommendations within 60 days.
Employer duties and penalties
- Form the IC and display its constitution and penal consequences at the workplace.
- Have a written POSH policy and conduct regular awareness and IC training.
- File an annual report to the District Officer.
- Non-compliance can attract a fine (up to ₹50,000) and, on repeat offences, higher penalties and possible cancellation of licence/registration.
Verify current penalty amounts and procedural specifics against the latest rules before relying on them.
Frequently asked questions
What is the full form of POSH?+
POSH stands for Prevention of Sexual Harassment. The law is the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
Which companies must comply with the POSH Act?+
Every workplace in India with 10 or more employees must constitute an Internal Committee and follow the POSH Act. Smaller establishments are covered via the district Local Committee.
What is the ICC under the POSH Act?+
The Internal Committee (IC/ICC) is the mandatory internal body that receives and inquires into sexual-harassment complaints. It is chaired by a senior woman employee and includes an external NGO member, with at least half women members.
What is the timeline for a POSH inquiry?+
A complaint is generally filed within 3 months of the incident; the IC completes its inquiry within about 90 days, submits its report within 10 days, and the employer acts within 60 days.
What are the penalties for POSH non-compliance?+
Non-compliance can attract a fine (up to ₹50,000) and, on repeat offences, higher penalties and possible cancellation of business licence/registration. Confirm current amounts against the latest rules.
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