Draft Prevention of Sexual Harassment (POSH) Policy Online For Just INR 14999/-

Draft Prevention of Sexual Harassment (POSH) Policy Online For Just INR 14999/-

Prevention of Sexual Harassment (POSH) Policy

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into effect to prevent cases of sexual harassment with employees at their workplace or during the course of their employment. The POSH Act, 2013 was enacted following the Supreme Court's guidelines in the case of Vishakha v. State of Rajasthan, whereby the court held that the sexual harassment at workplace violates the constitutional rights of women employees and made it compulsory for every employer to lay down a mechanism to deal with any grievance relating to sexual harassment at workplace.

Under the Prevention of Sexual Harassment at Workplace Act, every employer needs to put in place a Prevention of Sexual Harassment (POSH) Policy, laying down the complaint mechanism, establishment of the Internal Complaints Committee, process of complaint redressal, enquiry process, etc. It is mandatory for every employer of an establishment with more than 10 employees to lay down a well-drafted anti-sexual harassment policy to provide a safe working environment and efficiently redress any sexual harassment at workplace complaint filed by an employee. 

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into effect to prevent cases of sexual harassment with employees at their workplace or during the course of their employment. The POSH Act, 2013 was enacted following the Supreme Court's guidelines in the case of Vishakha v. State of Rajasthan, whereby the court held that the sexual harassment at workplace violates the constitutional rights of women employees and made it compulsory for every employer to lay down a mechanism to deal with any grievance relating to sexual harassment at workplace. Un
er the Prevention of Sexual Harassment at Workplace Act, every employer needs to put in place a Prevention of Sexual Harassment (POSH) Policy, laying down the complaint mechanism, establishment of th

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into effect to prevent cases of sexual harassment with employees at their workplace or during the course of their employment. The POSH Act, 2013 was enacted following the Supreme Court's guidelines in the case of Vishakha v. State of Rajasthan, whereby the court held that the sexual harassment at workplace violates the constitutional rights of women employees and made it compulsory for every employer to lay down a mechanism to deal with any grievance relating to sexual harassment at workplace.

Under the Prevention of Sexual Harassment at Workplace Act, every employer needs to put in place a Prevention of Sexual Harassment (POSH) Policy, laying down the complaint mechanism, establishment of the Internal Complaints Committee, process of complaint redressal, enquiry process, etc. It is mandatory for every employer of an establishment with more than 10 employees to lay down a well-drafted anti-sexual harassment policy to provide a safe working environment and efficiently redress any sexual harassment at workplace complaint filed by an employee. 

Our Package Covers

What's Included
  • Telephonic conversation with the lawyer for 30 minutes.
  • Drafting of the Prevention of Sexual Harassment (POSH) Policy.
  • 2 iterations to the POSH policy.
What's Excluded
  • Additional documentation work for the startup.
  • Other legal assistance or litigation work.
  • Legal assistance may be provided with additional charges.
Draft Prevention of Sexual Harassment (POSH) Policy Online
Submit your details to begin now!

Frequently Asked Questions

What is POSH Act?
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is the primary act that protects women from any form of sexual harassment at their workplace and lays down the duty of every employer to maintain a safe working environment and speedy redressal of sexual harassment complaints filed by the women employees.
Is compliance with the POSH Act compulsory?
Yes, every employer that employs more than 10 employees in the organised sector and every employer that employs less than 10 employees in the unorganised sector must comply with the POSH Act mandatorily.
What is the meaning of Sexual Harassment under the Act?
Under Section 2 of the Act, sexual harassment means: 1. Unwanted physical contact and advances. 2. Demand or request for sexual favours. 3. Making sexually-coloured remarks. 4. Showing pornography. 5. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
What is the Internal Complaints Committee (ICC)?
The Internal Complaints Committee (ICC) is the body established under the POSH policy which addresses the sexual harassment complaints filed by the women employees, conducts an investigation into the matter and submits its report to the employer.
How is a sexual harassment complaint filed?
A sexual harassment complaint can be filed by a woman employee within 3 months of the incident. This time period may be extended to another 3 months if required. Also, when the employee is unable to file a complaint herself, her legal representatives can also file a complaint with the ICC.
Is there any penalty for not having a POSH policy?
Non-compliance with the POSH Act, or not having a POSH policy in place can lead to a penalty of Rs. 50,000 or even result in cancellation of the business license.
What are the duties of employer under POSH Act?
An employer has several duties under the Prevention of Sexual Harassment Act, including the following: 1. To provide a safe working environment at workplace. 2. To organise workshops and awareness programmes for sensitising the employees. 3. To provide necessary facilities to the Internal Committee for dealing with the complaint and conducting an inquiry. 4. Treat sexual harassment as a misconduct under the service rules and initiate action for such misconduct. 5. To declare the names and contact details of all the Members of the Internal Committee.
Why do I need a lawyer to draft my POSH policy?
An employment and labour lawyer understands the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and can draft an all-inclusive POSH policy for the organisation. The lawyer will draft a policy as per the needs of the organisation and include all key details in the policy.

Track & Manage Your Ongoing Matters With Legistify

We use state of the art technology to ensure complete transparency and efficacy on your matter

End To End Matter Visiblity

Track, Monitor and understand every progress made in your matter using pre defined stages and key activities performed.

Track, Monitor and understand every progress made in your matter using pre defined stages and key activities performed.

All Files At A Single Place

Dual encrypted cloud based file storage helps you keep every file secure and accessible on the move.

Dual encrypted cloud based file storage helps you keep every file secure and accessible on the move.

User Support With Legistify SPOC

Access to a dedicated single point of contact for escalations and a hassle free user experience.

Access to a dedicated single point of contact (SPOC) for escalations, clarifications and a hassle free user experience.

LegisTrak

What Our Customers Are Saying About Us

A great initiative to reduce the time and energy spent in legal matters. With a highly qualified and intelligent team, Legistify saves you from the headache that is usually associated with simple things like company incorporation or trademark registration.

We had a special concern for which we wanted legal advise. Having spoken to many lawyers already, we knew this was a tough one. But once we approached Legistify, we were pleasantly surprised with the kind of commitment shown by the entire team. In fact, one of the co-founders of Legistify, who happens to be a Domain expert stepped in and researched on our query, since it was one without a precedent in India. In a couple of days, we had a detailed explanation and the way forward. The entire process was smooth and quick. Very happy with Legistify and would strongly recommend trying them out. Experience it to believe it!

Legistify is great platform for any kind of legal help. I was looking for someone who can help for IP rights of my video and someone suggested Legistify. The team behind legistify are sorted, clear what client is looking from them and then deliver the best possible option within their budget. Whole process through legistify was smooth and I didn't find any problem. Thanks to the whole team for doing such an awesome job.

With an idea for hassle free legal work done at one's fingertips, the service is commendable.

Difficult to imagine, but legistify are on the way to make legal documentation nightmare not a problem anymore. Not only was I surprised , but awestruck with the ease they got us register the trademark. They have got me hooked for life.

Divyaansh Anuj
Divyaansh Anuj
Founder, Dextra
Nitin Dubey
Nitin Dubey
Co-founder, Prayagad
Appurv Gupta
Appurv Gupta
Stand-Up Comedian
Vaibhav Singh
Vaibhav Singh
Co-Founder, Visit
Nitin Kapoor
Nitin Kapoor
Co-Founder, MeetUniversity

Consult Top Lawyers At Fixed Price

Consult our most experienced lawyers practicing in more than 700 districts across the country.

Consult Top Lawyers At Fixed Price

Consult our most experienced lawyers practicing in more than 700 districts across the country.

Get Legal Help Legistify

Need Help With Drafting Prevention of Sexual Harassment (POSH) Policy?

Avail the services of top Legal Experts in India at affordable prices.

© Legistify Services Pvt. Ltd.

Home|About|Contact