End-to-End statutory compliance that keeps your POSH framework legally sound and audit-ready.
A POSH policy that exists only as a PDF in a shared drive is not compliance – it’s a liability with a delay timer on it. Real compliance is a working system: a policy your employees have actually read, an Internal Committee that is legally constituted and knows its role, and a paper trail that survives an audit or a labour inspector’s visit without anyone scrambling the night before. That’s what this service builds.We start with the document itself. Our team drafts or reviews your Anti-Sexual Harassment Policy so it reflects the current POSH Act requirements rather than a template downloaded five years ago and never revisited. From there, we move into IC formation – identifying and briefing the Presiding Officer, internal members, and the mandatory External Member, and completing Form A registration so your committee is legally recognised, not just appointed on paper. Section 19 of the Act places specific obligations on employers, from displaying the policy prominently to organising awareness programmes and assisting in inquiries; we map each of those obligations to your organisation and close the ones that are currently unmet.
Compliance also has a visible, everyday layer. We design and provide POSH awareness posters for display at the workplace, satisfying the Act’s requirement while giving employees a genuine point of reference rather than decoration. On the reporting side, we prepare and support submission of your Annual Report – the document every employer is required to file, and the one most frequently done incorrectly or not at all.
What’s included:
- Anti-Sexual Harassment Policy drafting and review
- IC formation and Form A registration
- Section 19 statutory compliance mapping and closure
- POSH awareness posters
- Annual report preparation and submission
- POSHAudit
- Ongoing policy review and advisory
The audit component deserves a separate mention. A POSH Audit is a structured check of every compliance touchpoint – policy language, IC composition, training records, complaint logs, reporting history – run before a regulator or client asks for it, not after.
Organisations that treat compliance as a once-a-year filing exercise tend to fail this audit; organisations that treat it as infrastructure tend to pass it without noticing the deadline coming. We aim to move you into the second category and keep you there, with ongoing policy review and advisory support so the framework evolves as the law, your workforce, and your risk exposure change.
We also see a specific pattern worth naming directly: organisations that grew fast, acquired other companies, or expanded into new states often carry three or four “POSH policies” stitched together from different eras, none of which reflect the current committee, current leadership, or current legal position. Part of our compliance review is reconciling that history into one active document, retiring the outdated versions, and making sure every employee – not just HR knows which policy is actually live. We also check that your IC’s tenure hasn’t lapsed quietly, which happens more often than most HR teams expect, since committee terms run on fixed cycles that are easy to lose track of once the initial formation is done.
For sectors with higher scrutiny – listed companies, banks, healthcare institutions – we also align your compliance documentation with what external auditors and regulators typically ask for during due diligence or inspection, so the file is ready to hand over rather than assembled under time pressure. This is the foundation service most organisations should have in place before anything else on this page becomes relevant: training without a compliant IC behind it is a session with no structure to catch what it surfaces, and complaint handling without a properly constituted committee is a process that can be challenged on procedure alone, regardless of how the inquiry itself was run.