NCW Advisory on POSH Compliance - Why Every Organisation Must Strengthen Workplace Safety in Mumbai & Navi Mumbai
The Prevention of Sexual Harassment (POSH) Act, 2013 is more than a statutory requirement—it is a commitment to creating a safe, respectful, and inclusive workplace. Every organisation with ten or more employees is legally required to comply with the provisions of the POSH Act by establishing an effective framework to prevent, prohibit, and redress incidents of workplace sexual harassment.
Recently, the National Commission for Women (NCW) issued an advisory encouraging stricter implementation of the POSH Act through improved monitoring, regular compliance reviews, workplace safety mechanisms, and accountability. While the advisory does not amend the law, it reinforces the importance of proactive POSH compliance and effective workplace safety measures across all sectors.
Whether your organisation is located in Belapur, Navi Mumbai, Turbhe, Andheri, Tardeo, Mulund, Thane, Vashi, Powai, or anywhere in the Mumbai Metropolitan Region (MMR), ensuring complete POSH compliance should be a top organisational priority.
Why POSH Compliance Matters More Than Ever
Many employers believe that merely having a POSH Policy or appointing an Internal Committee fulfils their legal obligations. However, true compliance requires continuous implementation, employee sensitisation, proper documentation, and regular review of workplace practices.
A well-implemented POSH framework not only protects employees but also:
- Builds a culture of trust and respect
- Enhances employee confidence
- Reduces workplace disputes
- Protects the organisation from legal and reputational risks
- Demonstrates responsible corporate governance
The NCW’s recent advisory highlights that organisations should move beyond basic compliance and adopt best practices for workplace safety.
Essential Requirements Under the POSH Act
- Constitution of an Internal Committee (IC)
Every organisation employing 10 or more employees must constitute an Internal Committee as prescribed under the POSH Act.
The committee should consist of:
- A senior woman employee as the Presiding Officer
- At least two employee members committed to women’s rights or possessing relevant experience
- One qualified External Member with expertise in POSH law or women’s rights
- At least 50% women members
The Internal Committee should receive regular POSH Internal Committee Training to effectively conduct inquiries and maintain procedural fairness.
- Appointment of a POSH External Member
One of the most overlooked compliance requirements is the appointment of a competent POSH External Member.
The External Member plays a crucial role in ensuring impartiality during inquiries, guiding the Internal Committee on legal procedures, maintaining confidentiality, and ensuring compliance with the provisions of the POSH Act.
Organisations across Belapur, Navi Mumbai, Turbhe, Andheri, Tardeo, Thane, and Mumbai are increasingly engaging experienced legal professionals as External Members to strengthen their POSH framework.
- Employee POSH Awareness Training
Conducting regular POSH Employee Awareness Sessions is mandatory under the POSH Act.
Training should help employees understand:
- What constitutes sexual harassment
- Rights and responsibilities under the POSH Act
- Workplace etiquette and respectful behaviour
- Complaint procedures
- Protection against retaliation
- Responsibilities of managers and supervisors
Regular POSH training significantly reduces workplace risks and creates a culture of awareness and accountability.
- Internal Committee Orientation & Capacity Building
Internal Committee members must be equipped with practical knowledge to conduct inquiries lawfully.
A comprehensive POSH IC Training Programme should cover:
- Principles of natural justice
- Inquiry procedure under the POSH Act
- Evidence appreciation
- Documentation requirements
- Drafting inquiry reports
- Recommendations and timelines
- Confidentiality obligations
Properly trained IC members ensure fair and legally sustainable inquiry proceedings.
- POSH Policy Review
Every organisation should periodically review its POSH Policy to ensure it remains legally compliant and aligned with current workplace practices.
A policy review should include:
- Updated legal provisions
- Roles and responsibilities of the Internal Committee
- Complaint mechanism
- Timelines prescribed under the Act
- Remote and hybrid workplace provisions
- Protection against victimisation and retaliation
An updated policy reflects an organisation’s commitment to employee safety and legal compliance.
- POSH Compliance Audit
A POSH Compliance Audit helps organisations identify gaps before they become legal liabilities.
A compliance audit generally reviews:
- Constitution of the Internal Committee
- External Member appointment
- POSH Policy
- Employee awareness programmes
- IC training records
- Complaint documentation
- Statutory registers
- Annual reporting obligations
Regular audits ensure that organisations remain compliant throughout the year rather than only during inspections.
Download PDF - New Notice
Common POSH Compliance Mistakes
Many organisations unknowingly commit compliance errors such as:
- Incorrect constitution of the Internal Committee
- Failure to appoint a qualified External Member
- No annual POSH awareness sessions
- Untrained IC members
- Outdated POSH Policy
- Poor documentation
- Non-maintenance of inquiry records
- Delay in annual reporting
Addressing these issues proactively reduces legal exposure and strengthens workplace governance.
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How ATSCO Corporate Resources Supports Organisations
ATSCO Corporate Resources provides end-to-end POSH Compliance Services for startups, SMEs, corporates, educational institutions, hospitals, manufacturing units, IT companies, logistics firms, and service organisations.
Our services include:
- POSH Compliance Consultancy
- Appointment as POSH External Member
- POSH Employee Awareness Training
- Internal Committee (IC) Training
- POSH Policy Drafting & Review
- POSH Compliance Audit
- Assistance with Annual POSH Compliance
- Guidance on inquiry procedures and documentation
- Ongoing compliance support under the POSH Act
Our team works with organisations across Belapur, CBD Belapur, Navi Mumbai, Turbhe, Vashi, Ghansoli, Airoli, Andheri, Powai, BKC, Tardeo, Lower Parel, Thane, Mulund, and the wider Mumbai Metropolitan Region.
Looking for a POSH Consultant in Mumbai or Navi Mumbai?
If your organisation requires a POSH Consultant, POSH Trainer, POSH External Member, or assistance with POSH Compliance, ATSCO Corporate Resources offers practical, legally compliant, and customised solutions tailored to your organisation’s needs.
From policy drafting and employee awareness sessions to Internal Committee training and compliance audits, we help businesses create workplaces that are safe, respectful, and fully compliant with the POSH Act, 2013.
Partner with ATSCO Corporate Resources
A legally compliant workplace is not built through documentation alone—it is built through awareness, accountability, and consistent implementation.
If your organisation is based in Belapur, Navi Mumbai, Turbhe, Andheri, Tardeo, Thane, Mulund, or anywhere in Mumbai, connect with ATSCO Corporate Resources for comprehensive POSH compliance services delivered by experienced legal professionals and certified POSH trainers.
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