POSH complaints in India: a plain-language guide to process and options
Understand where a workplace sexual-harassment complaint may go, what information to prepare and how to ask for a safer, fairer process.
In this guide
What POSH is for
The Sexual Harassment of Women at Workplace Act creates duties for prevention and redressal of sexual harassment at work. It is a workplace process, not a requirement that a woman first prove she is an ideal complainant.
The workplace can be broader than one office room
Travel, training, work events, online work spaces and places connected with employment may matter. The applicable facts and law should be assessed by the relevant committee or qualified adviser.
A complaint can concern a pattern or an incident
Unwanted sexual comments, messages, advances, requests, images or conduct can affect safety and dignity. Write what happened in your own words; do not force an experience into someone else’s label.
The process is not a popularity contest
A complainant’s clothing, relationship history, tone or decision to keep working does not answer whether conduct was unwelcome. The focus should be the reported conduct, process and evidence—not moral judgement.
Where a complaint can go
The route depends on the workplace and the complainant’s circumstances. Ask for the committee or district contact in writing.
Internal Committee
An organisation required to maintain an Internal Committee should make its members and complaint route visible. Ask HR, the committee’s official email or the workplace policy for the current contact.
Local Committee
Where an Internal Committee is not available or the workplace falls within the relevant local route, a district Local Committee may be the appropriate contact. NALSA’s handbook explains the Internal and Local Committee routes in plain language.
A supporter may be able to help in specific circumstances
NALSA’s handbook describes circumstances in which another person may assist with a complaint, including physical or mental incapacity, with conditions such as written consent in some situations. Ask the committee or legal-aid service what applies before sharing details.
A criminal complaint can be separate
Workplace redressal and a police complaint are not the same process. A person may need legal or emergency advice about options, timing and safety. Do not promise that one route automatically replaces the other.
Preparing without carrying the whole investigation
You can bring useful information without trying to prove your worth or conduct the committee’s work yourself.
Make a factual timeline
Note dates, places, words or conduct, people present, messages, reports and any workplace response. Keep the record private and safe; do not collect intimate material unnecessarily.
Save relevant communications carefully
Preserve emails, messages, calendar entries or policy documents where it is safe. If the workplace device is monitored, ask a trusted adviser how to store information without creating risk.
Ask what will happen next
You can ask who receives the complaint, what confidentiality means, how conflicts are handled, what support or interim arrangements exist and how to submit additional information. Request plain language and an accessible format.
Bring support where the process allows
A trusted person, interpreter, disability support person or legal-aid adviser may help you understand the process. Check the committee’s rules before assuming who may attend.
Do not sign what you do not understand
Ask for time, a copy and an explanation. A signature can record a statement or agreement; never sign a blank page or accept pressure to withdraw.
What a safer workplace should do
Employers carry responsibilities. A complainant should not have to design the entire safety response while distressed.
Make the route visible before a complaint
Publish current committee contacts, policy, accessible formats and a Local Committee route where relevant. Do not make employees search through an old intranet page while facing harm.
Prevent retaliation and conflicts
Consider reporting lines, schedules, contact, work location and digital access. The person who receives a complaint should not have a conflict that undermines trust.
Protect confidentiality without promising secrecy that is impossible
Share information only with people who need it for the process and explain any legal or safeguarding limit. Gossip is not an investigation tool.
Train managers to respond without blame
A manager should listen, record the request, explain routes and avoid questions about clothing, alcohol, relationships or why the person stayed. The response should not punish the person for asking for help.
Check the process itself
After a matter closes, review access, timeliness, retaliation risk and whether policies work for contract workers, domestic workers, interns, disabled workers and people with language barriers.
If making a complaint feels unsafe
You can seek information before deciding what to submit. A workplace process should not be used to expose someone to avoidable danger.
Use a safer contact route
If the alleged harasser or a family member can see your phone or email, plan contact from a safer device or place. Sudden changes may be noticed.
Ask for confidential legal-aid information
NALSA and its services may explain process and eligibility. Ask what they record and whether contacting them creates any notification or follow-up you need to plan for.
Consider immediate safety separately
Threats, stalking, physical harm or urgent medical need may require an emergency, medical or police route. A POSH complaint does not replace urgent safety planning.
Keep control of your story
A supporter can help you reach the process, but should not circulate your disclosure or confront the person without discussing the likely impact with you.
Questions people ask
Do I need perfect evidence?
Bring what you safely have and describe what you remember. Evidence can include messages, dates, witnesses or workplace records; lack of a screenshot does not make an experience meaningless.
Can I ask questions before filing?
Yes. You can ask the committee or legal-aid service about the route, confidentiality, support and possible workplace arrangements before deciding what to do.
Can a colleague support me?
Often a colleague can help with access or information, but the exact role and consent requirements can vary. Ask the committee or adviser before sharing details.
What if the committee is not functioning?
Ask for the responsible employer contact and the relevant Local Committee or legal-aid route. Keep a record of requests and seek qualified advice about the next step.
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Sources and publication record
Draft prepared 14 September 2026; project-team editorial review pending · Sources checked .
- Sexual Harassment of Women at Workplace Act, 2013India Code, Legislative Department
- Handbook on Prevention of Sexual Harassment of Women at WorkplaceNational Legal Services Authority
- Bharatiya Nyaya Sanhita, 2023India Code, Legislative Department
- The Constitution of India (official 2024 edition)Legislative Department, Ministry of Law and Justice