The Prevention of Sexual Harassment (POSH) Act is a crucial law in India that ensures workplace safety for women by preventing and addressing sexual harassment. In recent months, significant developments have been made to strengthen its implementation. Here's a detailed look at the latest updates and their impact.

Sexual harassment at work is not just uncomfortable—it's illegal. Many women endure inappropriate comments, advances, or even physical contact because they fear speaking up, thinking no one will believe them without "proof." But gathering evidence is possible and crucial! It empowers you to file a complaint and helps ensure the harasser is held accountable.

Understanding What Counts as Evidence

To build a strong case, you need to document the harassment clearly. Here's how:

Understanding the Role of LCCs

The Local Complaints Committee (LCC) is formed under the POSH Act, 2013, to handle workplace harassment complaints, especially when:

• The organisation has fewer than 10 employees
• The complaint is against the employer

Every district is legally required to set up an LCC to ensure access to justice for women facing workplace sexual harassment.

Introduction

Workplace sexual harassment remains a critical issue in India, despite the presence of legal frameworks like the Prevention of Sexual Harassment (POSH) Act, 2013. While the #MeToo movement brought significant attention to the problem, the actual implementation of anti-harassment laws and workplace policies remains inconsistent.

If you have faced sexual harassment at work and filed a complaint under the POSH (Prevention of Sexual Harassment) Act, 2013, you expect a fair investigation and resolution. But what if the Internal Complaints Committee (ICC) dismisses your complaint? Or what if you are unhappy with the decision?

The good news is you have legal options. The POSH Act allows you to take your case to court if:

Filing a sexual harassment complaint under the POSH (Prevention of Sexual Harassment) Act, 2013, is the first step toward justice, but many women don't know what happens next.

Employer's Legal Duties and Responsibilities

When an employee files a sexual harassment complaint under the POSH (Prevention of Sexual Harassment) Act, 2013, the employer has a legal duty to ensure a fair investigation and take appropriate action.

Many companies fail to handle POSH complaints properly, leading to lawsuits, reputation damage, and legal penalties. Employers must:

Introduction

Filing a sexual harassment complaint under the POSH (Prevention of Sexual Harassment) Act, 2013, is supposed to ensure a fair investigation and justice for victims. However, what if your company ignores your complaint?

Many women fear that:

The Scenario

In a well established corporate firm, a female employee shares a cordial relationship with a senior female colleague. At first, their interactions seem normal casual workplace conversations, occasional lunches, and friendly messages. However, things gradually take an uncomfortable turn.