The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (“PoSH Act”) provides a legal framework to prevent sexual harassment at the workplace and to provide a fair, confidential and timely redressal process for victims. However, over the last decade, the implementation of the PoSH Act has been riddled with challenges like improper investigations by Internal Complaints Committee (“ICC”) and Local Complaints Committees (“LCC”), lack of training and sensitization amongst concerned authorities and a lack of transparency in reporting of PoSH compliance by both, the private sector and the public sector.
To tackle such challenges, efforts have been made in recent years to shift from mere box-ticking compliance of the PoSH Act to effective on-ground implementation, supported by robust monitoring mechanisms, digital reporting systems, clearly defined roles for district and labour departments, and enhanced focus on capacity building and stakeholder
