Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 22 NOVEMBER 2022

FAQ On POSH ACT, 2013 – Part I

Khurana & Khurana, Advocates and IP Attorneys
Explore more from Khurana & Khurana, Advocates and IP Attorneys

This is Part 1 of the 3 Part series blog which will cover some Frequently Asked Questions relating to the basic concepts of Sexual Harassment, its historical background, need, scope, objective of POSH Act 2013...

IndiaEmployment and HR
Chhavi Pande
Chhavi Pande
Jatin Chaddha
Jatin Chaddha
Author LinkedIn connections

This is Part 1 of the 3 Part series blog which will cover some Frequently Asked Questions relating to the basic concepts of Sexual Harassment, its historical background, need, scope, objective of POSH Act 2013 and what duties of employer.

1. What is "The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 (POSH Act)?

  • POSH Act was passed in 2013 by the Ministry of Law & Justice. This Act has been implemented to prevent and protect women from sexual harassment at the workplace and for the prevention and redressal of complaints of sexual harassment thereby ensuring a safe working environment for women.
  • Sexual harassment violates the fundamental rights of women under Article 14, 19(1) (g) and 21 of the constitution, to protect the fundamental rights of women this act has been enforced.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Ministry Of Labour And Employment Operationalises The Provisions On Payment Of Statutory Bonus

On 25 August 2026, the Ministry of Labour and Employment issued two notifications (Notifications) under the Code on Wages, 2019 (Wage Code), thereby operationalising specified provisions relating to payment of statutory bonus for establishments for which the appropriate government is the Central Government. The Wage Code consolidates the legislative framework governing wages and related employee entitlements, including the regime previously governed by the Payment of Bonus Act, 1965.
IndiaEmployment and HR
Khaitan & Co.
Khaitan & Co.
Article

Notified Code On Wages (Central) Rules, 2026: What Employers Need To Know

India's Ministry of Labour and Employment has notified the Code on Wages (Central) Rules, 2026, operationalizing the Code on Wages, 2019. These comprehensive rules establish frameworks for minimum wage fixation, working hours standardization, permissible wage deductions, bonus computation methodologies, and enhanced principal employer accountability in contractor-based employment arrangements.
IndiaEmployment and HR
Anhad Law
Anhad Law
Article

Enhancement Of PF Wage Ceiling To INR 25,000

The Ministry of Labour & Employment has issued a notification dated September 17, 2026, notifying INR 25,000 per month as the new wage ceiling for the purposes of the provident fund provisions (“PF“) of the Code on Social Security, 2020 (“SS Code”). The notification is effective from September 17, 2026. The wage ceiling was last revised 12 years ago in September 2014, when it was increased from INR 6,500 per month to INR 15,000 per month.
IndiaEmployment and HR
AZB & Partners
AZB & Partners
Article

Revision to EPF Wage Ceiling: Coverage, Contributions and the September Transition

The Indian government has raised the EPF wage ceiling from Rs. 15,000 to Rs. 25,000 per month, effective mid-September 2026, creating immediate compliance questions for employers. How should contributions be calculated for the transition month when the change takes effect partway through the wage period, and what treatment applies to employees who become newly covered versus those already enrolled?
IndiaEmployment and HR
Argus Partners
Argus Partners
Article

Legal Metrology (Packaged Commodities) Amendment Rules, 2026: Enhancing Transparency And Consumer Protection In E-Commerce

The Legal Metrology (Packaged Commodities) Amendment Rules, 2026 introduce significant compliance obligations for e-commerce platforms, particularly regarding the disclosure of Country of Origin and other product information. This article analyses the key amendments, their implications for manufacturers, importers, and online marketplaces, and the broader objectives of strengthening consumer protection in the digital marketplace.
IndiaConsumer Protection
Khurana & Khurana, Advocates and IP Attorneys
Khurana & Khurana, Advocates and IP Attorneys
Article

Cross-Border Mould And Tooling IP : Protecting Manufacturing Assets In Outsourced Production

A comprehensive legal analysis of intellectual property ownership over moulds, tooling, CAD technical drawings, and product modifications in cross-border outsourced manufacturing. Covers supplier retention risks, unauthorised third-shift runs, ASEAN IP protection strategies for Indian OEMs, and a model supply-contract IP schedule.
IndiaIntellectual Property
Khurana & Khurana, Advocates and IP Attorneys
Khurana & Khurana, Advocates and IP Attorneys