Introduction

Any law is ineffective without proper enforcement. POSH Act was enacted with the purpose of making workplace safer for women (Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013). It prescribes guidelines and infrastructures that should be implemented in each organization to ensure women safety. This article addresses all such procedures and infrastructures, their importance, pros and cons and tries to enhance the understanding of the topic with the help of leading cases, and at the end suggests possible modifications to uphold men’s rights and eliminate possible exploitation of men, that would make the act fairer and more acceptable

Statutory Basis

The sections & sub-sections of the act that deal with employer’s liability to comply are:

Section 4 – Internal Complaints Committee (ICC)

• 4(1): Every employer must constitute an ICC at each office/branch with 10+ employees.
• 4(2): ICC composition — Presiding Officer (woman employee), two members with social/legal knowledge, one external NGO member.
• 4(3): At least half the ICC members must be women.
• 4(4): ICC tenure is 3 years.
• 4(5): ICC members entitled to fees for inquiry work.

Section 19 – Duties of Employer

• 19(a): Provide a safe working environment.
• 19(b): Display penal consequences of sexual harassment.
• 19(c): Organize workshops/awareness programs for employees and orientation for ICC members.
• 19(d): Provide necessary facilities to ICC for conducting inquiries.
• 19(e): Assist in securing attendance of respondent/witnesses.
• 19(f): Make available information/documents required by ICC.
• 19(g): Aid complainant if she chooses to file criminal complaint.
• 19(h): Initiate action against perpetrator as recommended by ICC.
• 19(i): Treat sexual harassment as misconduct under service rules.
• 19(j): Monitor timely submission of ICC reports.

Section 21 – Annual Report

• 21(1): ICC must prepare annual report of complaints received and disposed.
• 21(2): Employer must include ICC report in their annual report to District Officer.

Section 26 – Penalty for non-compliance

• 26(1): Employer who fails to constitute ICC, act on recommendations, or file reports → fine up to 50,000. ₹
• 26(2): Repeat offence → higher penalty, cancellation of license/registration.

Section 27 – Cognizance of Offence

Courts can take cognizance of employer’s non-compliance when complaint is filed.

Section 28 – Relationship with Other Laws

POSH Act provisions are in addition to other laws (labor, criminal, constitutional). Employers face liability under BNS if harassment is criminal in nature.

Importance of employer’s liability to comply

The POSH act prescribes proper framework like ICC to handle the grievances and the procedure of investigation and punishments for the wrongdoer. It holds employers liable to comply with the prescribed guidelines and infrastructure to ensure grassroot level enforcement of the law which makes justice quick, accessible and efficient by bypassing potential delay caused by bureaucratic procedures if enforcement were centrally managed.

The act does not reward compliance but severely punishes non-compliance as it treats non-compliance as an exception and compliance as basic since it ensures the Fundamental Right to dignity to women at workplace under Article 21 of the Constitution and should not be treated as a privilege to be acknowledged (India Const. art. 21).

Case laws

Vishaka v. State of Rajasthan (1997)

• Bhanwari Devi was gang-raped by upper-class men for stopping a child marriage
• Supreme Court framed the Vishaka Guidelines.
• Required every workplace to set up a Complaints Committee headed by a woman, with half members women, and one external NGO member.
• Employers had a positive duty to provide a safe workplace. (Vishaka v. State of Rajasthan, 1997)

Aureliano Fernandes v. State of Goa (2023)

• Female students at Goa University accused Professor Aureliano Fernandes. ICC conducted inquiry ex-party, without giving the accused a chance of fair representation.
• Supreme Court found inquiry violated principles of natural justice.
• Highlighted that many institutions treat POSH Act compliance as mere paperwork.
• Stressed that ICCs must follow fair procedure and ensure transparency. (Aureliano Fernandes v. State of Goa, 2023)

Suggested modifications to eliminate bias and possible injustice.

Section 2(a) – Aggrieved Person

“Aggrieved person” = any employee, regardless of gender, alleging sexual harassment.

Section 3 – Prohibition

No employee shall face sexual harassment at workplace.

Includes unwelcome contact, favors, remarks, pornography, stalking, voyeurism, privacy intrusion.

Section 4 – ICC Composition

• ICC must include male, female, and external neutral member.
• Presiding Officer = senior employee of any gender.
• At least 50% members must be women, but men/gender minorities must also be represented.

Section 14 – False Complaints

• False/malicious complaints punishable with fines up to 50,000 + disciplinary ₹ action.
• Wrongly accused entitled to compensation for reputational harm.
• ICC must record reasons when dismissing complaint as false.

Section 16 – Confidentiality

Identity of complainant, respondent, witnesses, and proceedings kept confidential.

Breaches are punishable with fines up to 5,000. ₹

Section 19 – Employer Duties

• Provide safe workplaces for all genders.
• Display consequences of harassment.
• Conduct gender-neutral awareness programs.
• Support ICC inquiries with facilities and documents.
• Assist complainant in filing criminal case under BNS.
• Ensure due process for both complainant and respondent.
• Treat harassment as misconduct under service rules.
• Monitor timely ICC reports.

Section 26 – Penalties

• Employers failing to comply fined up to 1,00,000. ₹
• Repeat offences → cancellation/non-renewal of license/registration.
• Liability extends to failure to protect any gender or to prevent misuse.

Conclusion

POSH Act is meant to make workplace safer for women and improve gender equality in workforce. Effective implementation of the Act requires proper compliance with the prescribed guidelines, functioning of the Internal Complaints Committee, awareness among employees, and fair and transparent inquiry procedures. At the same time, the rights of the respondent must also be protected through principles of natural justice and proper representation. A balanced approach to prevention, protection and redressal can help ensure that the POSH framework fulfils its purpose without becoming a tool for injustice or misuse.

References

• Aureliano Fernandes v. State of Goa, 2023 SCC OnLine SC 621 (India).
• Constitution of India, 1950, art. 21.
• Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, No. 14 of 2013, India Code (2013).
• Vishaka v. State of Rajasthan, AIR 1997 SC 3011 (India).