Why self-serve Proof DPDP News Blog Support Contact | Academy Sign In
Home / Features / POSH Compliance
POSH door. IC, inquiry, annual report, training.

POSH compliance, not POSH theatre.

IC constitution, complaint intake, inquiry workflow, annual report, mandatory training. Everything the Act asks for. Confidential by design. Audit-ready from day one. dcomply gives your Internal Committee a real workspace, tracks every complaint from filing to resolution with the 90-day statutory clock enforced, and generates the annual return to the District Officer from actual case data instead of a paragraph rewritten every December.

Try the live product
✓ ICC: Constituted
⚠ Active complaints: 2
✓ Resolved this year: 5
✓ Annual Return: Due in 45 days
POSH dashboard, real-time overview
Complete POSH Act compliance management
Sound familiar?

If any of this sounds familiar, you're in the right place.

These are the exact sentences we hear on first calls. If two or three of them ring true, dcomply is the workspace you have been trying to build in a spreadsheet.

Your Internal Committee is "constituted" in a document nobody has updated in two years.

Your annual report to the District Officer is a paragraph you rewrite every December.

Your POSH training is a slide deck sent over email once a year.

You've never actually run a real inquiry and you're quietly worried about what happens when one lands.

If your workforce also runs under the Labour Codes, see the Labour door which pairs naturally with POSH.

Your regulator stack

Here's what sits above the foundation.

POSH is not a standalone obligation. It sits alongside your Labour Code obligations, feeds into your annual Board Report under the Companies Act, and touches DPDP the moment a complainant's personal data enters the workflow. dcomply ships modules for each layer.

DPDP Act 2023 (complainant data)
Confidentiality controls, purpose-scoped retention, right to erasure post-resolution.
Companies Act board reporting
POSH complaint statistics disclosed in the annual Board Report and BRSR.
State labour departments
Annual filing to the District Officer under Section 21 read with Rule 14.
POSH Rules 2013
IC composition, 90-day timeline, mandatory training, annual return format.
POSH Act 2013
The foundation. Every workplace with 10 or more employees, regardless of ownership form.
The Problem

POSH Non-Compliance Carries Serious Legal Risk

The POSH Act mandates ICC constitution, complaint tracking, training, and annual reporting, non-compliance attracts fines and reputational damage.

ICC Not Properly Constituted

Many organisations have technically defective ICCs, wrong composition, expired terms, missing external member, creating legal exposure

Complaints Not Tracked

Without a structured system, complaint timelines, inquiry proceedings, and resolution records become inconsistent and legally vulnerable

Annual Return Missed

The annual report to the District Officer is often missed, creating a record of non-compliance that surfaces during inspections or litigation

Capabilities

Everything You Need for POSH Compliance

ICC Constitution and Member Management

Maintain the complete ICC register, presiding officer, internal members, and external member, with term expiry alerts and constitution validity checks.

Complaint Lifecycle (Received → Inquiry → Action → Closed)

Structured complaint workflow with stage tracking, inquiry assignment, witness management, and resolution documentation, fully audit-ready.

Training Records Management

Track mandatory POSH awareness training, ICC member training, and new employee orientation with attendance records and completion status.

Annual Return (Form D Equivalent) Auto-Generation

Auto-generate the annual report for submission to the District Officer, pre-populated with complaint data, training records, and ICC details.

Inquiry Timeline Tracking

Automated 90-day inquiry deadline tracker with milestone alerts for inquiry initiation, fact-finding, recommendations, and closure as required by the Act.

Confidentiality and Access Controls

Role-based access ensuring complaint details are visible only to authorised ICC members, protecting complainant privacy and Section 16 compliance.

What's Included

Full POSH Act Coverage

Complete ICC management, complaint lifecycle, training records, and annual reporting, all in one place.

ICC register with designation tracking

Presiding officer, internal members, external NGO/expert member details with appointment letters and term end date alerts.

Complaint status workflow

End-to-end complaint management from receipt to closure, with stage-wise documentation and timeline compliance tracking.

Inquiry report templates

Pre-formatted inquiry report templates aligned with POSH Act requirements for consistent, legally sound documentation.

Training attendance records

Employee-wise training completion tracking for POSH awareness sessions, with bulk upload and digital sign-off capability.

Annual return with auto-aggregation

Annual report auto-populated from complaint and training data, submit to District Officer with one click.

90-day inquiry timeline alert

Automated alerts at 30, 60, and 90 days to ensure inquiry completion within the statutory timeframe and avoid non-compliance.

POSH compliance FAQs

Questions HR heads and IC members actually ask.

POSH is famous for being mandatory and unfamiliar. These are the questions we get on almost every first call.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 requires every workplace with 10 or more employees to prevent sexual harassment, constitute an Internal Committee (IC), conduct awareness training, provide a redressal mechanism, and file an annual return. Applies equally to private companies, NGOs, hospitals, coaching institutes, LLPs, and government offices.

Every employer with 10 or more employees at a workplace, regardless of the nature of employment (permanent, contract, intern, apprentice). Members: a presiding officer who is a senior woman employee, at least 2 members from within, and 1 external member from an NGO. Term: 3 years. dcomply's POSH module tracks IC term expiry and prompts reconstitution.

A written complaint of sexual harassment must be addressed within 90 days of receipt: 90 days for inquiry, extendable if genuinely required. Optional 10-day conciliation may precede the formal inquiry (with complainant's consent). Recommendations must be implemented within 60 days of the IC report. dcomply auto-tracks every clock and alerts the IC.

Section 21 read with Rule 14 requires every employer to file an annual return with the District Officer by 31 December each year, disclosing: number of complaints received, number disposed of, number pending, and actions taken. dcomply auto-generates this from complaint records.

Section 19 requires the employer to organise workshops and awareness programmes. Rule 13 requires POSH training for all employees, sensitisation of IC members, and orientation for new hires within 30 days. dcomply tracks per-employee training completion, sends re-training reminders (annual), and stores certificates.

Non-compliance can attract a fine up to ₹50,000, and repeat offences can trigger cancellation of business licence. In severe cases, senior management can be personally liable. Beyond the penalty, listed companies must disclose POSH complaint statistics in the annual Board Report and BRSR. Brand risk is high.

Yes. POSH compliance is not complaint-triggered. IC constitution, annual training, and the annual report are mandatory whether or not any complaint is ever filed.

The IC must include a Presiding Officer (woman employee at senior level), two members from among employees, and one external member from an NGO or with relevant expertise. dcomply's IC Management module tells you if your IC meets the Act's requirements.

The module aggregates every logged case, applies the mandatory categories from the Act, and produces the report in the format District Officers expect. You review, sign, and file.

Yes. The Complaint Intake module supports named, pseudonymised, and anonymous channels. Confidentiality controls are enforced at the workflow level.

The Training module logs attendance, generates certificates, and schedules refreshers. Every record is exportable as inspection evidence.
Real teams, real programmes

"The inquiry closed in 90 days, on the record, with zero drama."

"Our first real POSH complaint arrived last year. The IC had the workflow, the timeline, and the archive. The inquiry closed in 90 days, on the record, with zero drama."
HR Director, a mid-sized IT services company with 800 employees.

Set Up POSH Compliance

Protect your employees and your organisation with a complete POSH Act compliance system

View All Features
One login. One subscription.

Powered by dcomply.

India's compliance operating system. Every Indian framework you live under, in a single tenant. Turn on the modules you need. Ignore the rest.

Start free See pricing