Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Last updated: January 2026 · Verified: April 2026
Educational information
This page is for legal awareness only and is not legal advice. Laws, rules, notifications, and judicial interpretation can change. Always verify with official sources or a qualified professional before acting.
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The POSH Act requires workplaces to prevent and redress sexual harassment against women.
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It mandates Internal Committees at eligible workplaces and Local Committees in certain cases.
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It defines sexual harassment broadly and includes hostile work environment situations.
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Employers have proactive duties relating to policy, awareness, inquiry support and reporting.
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It is a workplace-safety and equality statute, not just a complaint mechanism.
Level-Based Learning
Choose your depthSimple Explanation
The POSH Act helps ensure that women can work in a safe environment free from sexual harassment.
Why This Law Exists
Workplace harassment harms dignity, equality, earning capacity and professional freedom, so prevention must be built into employer responsibility.
Real-Life Example
If an employee faces unwelcome sexual comments, messages, touching or intimidation from a colleague or superior, the POSH framework should provide a complaint and inquiry process.
Real-World Impact
For Citizens
What this means for you
Women gain a workplace-specific mechanism for prevention and complaint redress.
The law signals that harassment is a structural safety and equality issue, not merely a private dispute.
For Businesses & Startups
Compliance & opportunities
Employers must create committees, policies, trainings and inquiry systems.
Weak implementation can create legal, reputational and governance exposure.
Timeline / Change Tracker
Vishaka guidelines
The Supreme Court lays down workplace sexual-harassment guidelines.
POSH Act enacted
Parliament enacts the workplace sexual-harassment statute.
Compliance regime expands
Organizations begin formal committee and training structures.
Broader implementation focus
Remote work and culture-based compliance become more prominent.
