PoSH & Labour Law Setup.
Protect Your Workplace.
Draft strong HR policies, constitute your Internal Complaints Committee (ICC), and ensure 100% compliance with India's strict Labour and PoSH Acts.
PoSH Compliance Setup
Mandatory for all registered entities, startups, and NGOs with 10 or more employees.
- Custom PoSH Policy Drafting
- Constitution of ICC (Internal Committee)
- One Online Employee Sensitization Session
- Filing of PoSH Annual Return
Complete Labour Law
Includes PoSH plus full compliance drafting for Shop Act, Minimum Wages, and CLRA.
- Everything in PoSH Setup
- Drafting HR Policy & Employee Handbook
- Maternity Benefit & Gratuity Policy Advisory
- Legal defense drafting (1 Notice/Year)
Why is PoSH Compliance Non-Negotiable?
The Sexual Harassment of Women at Workplace Act, 2013 places strict liability on the employer to ensure a safe working environment.
The "10 Employee" Rule
It is legally mandatory for every workplace (company, firm, NGO, trust, hospital) having 10 or more employees to officially constitute an Internal Complaints Committee (ICC). This includes regular, temporary, and contract workers.
License Cancellation Risks
Failure to constitute an ICC or draft a PoSH policy attracts an initial fine of ₹50,000. Repeated non-compliance empowers the government to cancel your business licenses and company registration entirely.
Mandatory External Member
The ICC cannot consist of just your employees. The Act mandates that at least one member of the ICC MUST be an external member (a lawyer, NGO worker, or social worker familiar with sexual harassment issues). We help provide this external member.
Director Liability
If an incident occurs and the company does not have a PoSH policy or ICC in place, the Directors and Promoters of the company can be held personally and criminally liable for negligence under Indian Labour Laws.
How We Ensure 100% Compliance
We don't just give you a template; we actively implement the legal framework inside your organization.
Step 1: HR Audit & Policy Drafting
Our legal team audits your current HR structure and drafts a customized PoSH Policy that aligns with the Act, clearly defining what constitutes harassment and the redressal mechanism.
Step 2: Constituting the ICC
We assist in legally forming the Internal Complaints Committee (ICC). We ensure the presiding officer is a senior woman employee and help appoint the mandatory external member.
Step 3: Employee Sensitization
Having a policy isn't enough; employees must be aware of it. We conduct a mandatory online training and sensitization session for your staff and ICC members.
Step 4: Filing Annual Returns
At the end of the calendar year, the ICC must submit an Annual Report to the District Officer detailing the number of complaints received and resolved. We draft and file this report.
Required Information
We require basic details to draft your policies. We handle the heavy legal lifting.
Company Details
Company name, registered office address, and exact nature of business/industry.
Employee Roster
Total headcount broken down by gender, and identifying details for potential ICC members.
Senior Female Leader Details
Details of the senior-most female employee to act as the Presiding Officer of the ICC.
Current HR Policies (If any)
Copies of your existing offer letters or employee handbooks so we can integrate the PoSH clauses seamlessly.
Need Mandatory PF & ESI Registration?
If your employee count has crossed 10 or 20, you are not only liable for PoSH but also for mandatory Provident Fund (EPF) and Employees' State Insurance (ESIC) registrations. Ignoring these invites massive penal damages.