@poshadvo
POSHADVO firmly believes, as an organization, that sexual harassment is a serious denial of the right to equality, dignity and respect. Sexual abuse at work is something that most people routinely witness, but many do not openly speak about. Typically, this is for fear of losing their job, facing society's scorn, being caught up in never-ending court action or for other unspecified reasons.
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Dec 30, 2025 · 2 min read · Posh Law - From Committee to Company The inquiry process under the POSH Act, 2013 culminates in a written report by the Internal Committee (IC). Once the inquiry is complete and findings are recorded, the IC is duty-bound to formally submit its repor...
Join discussionDec 12, 2025 · 3 min read · Protecting Dignity During the Process: The POSH Act, 2013 not only lays down procedures for investigating sexual harassment complaints but also emphasizes protecting the complainant during the pendency of inquiry. Since investigations can take time, ...
Join discussionDec 4, 2025 · 3 min read · Once a complaint has been received, acknowledged, and the option of conciliation is exhausted or declined, the Internal Committee (IC) proceeds to the formal inquiry stage. This is the backbone of the POSH (Prevention of Sexual Harassment) mechanism ...
Join discussionNov 6, 2025 · 2 min read · Not every case of sexual harassment at the workplace needs to culminate in a formal inquiry. The POSH Act, 2013 recognizes that in some situations, the aggrieved woman may prefer a less adversarial resolution. This is where conciliation plays a role ...
Join discussionSep 18, 2025 · 3 min read · Why the Preliminary Review Defines POSH Investigations. Once a complaint of sexual harassment is formally received under the POSH Act, 2013, the next crucial stage is the acknowledgment and preliminary review. This step, though often overlooked, is w...
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