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.
Once the requisite documents and information are submitted, the lawyer proceeds to draft the anti-sexual harassment policy in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The draft of POSH policy is shared for approval and after making the suggested changes, if any, the policy can be implemented at the workplace.