Workplace Internal Committee readiness
An operational checklist for a credible, accessible and fair workplace response to sexual harassment—not a committee that exists only on paper.
In this guide
Make the mechanism real before a complaint
Constitute and renew the committee correctly
Verify current legal requirements for membership, presiding officer, external member, tenure and employer duties under the POSH Act and applicable rules. Record appointments, conflicts, training and contact details; fill vacancies promptly without inventing a process during a crisis.
Publish an accessible route
Tell every employee—including contract, temporary, domestic, field, gig and remote workers where applicable—how to contact the committee privately. Provide language, disability and offline access and a route when the complaint concerns a committee member or senior leader.
Cover the real workplace
Map offices, factories, farms, homes, client sites, transport, work travel, events, accommodation, messaging groups and remote work. Prevention and support should not disappear because conduct occurred away from a desk.
Separate support from adjudication
A person may need urgent safety, health care, leave, transport, counselling or legal information before deciding how to proceed. Make support available without requiring a detailed complaint or promising a finding.
Prepare a fair, survivor-centred workflow
Explain the process before collecting detail
Describe who receives the complaint, time limits and available assistance, notice to parties, response and evidence stages, hearing format, confidentiality limits, possible recommendations and review routes. Do not obtain ‘consent’ through an unexplained form.
Handle conflicts and power imbalance
Check reporting lines, personal relationships, prior involvement and leadership pressure. Recuse conflicted members, provide equal procedural information and prevent the respondent from using organisational power to contact, transfer or disadvantage the complainant.
Use proportionate interim measures
Consider no-contact instructions, reporting-line changes, remote or leave options, security and schedule changes in consultation with the complainant. Avoid moving, silencing or penalising the complainant as the default solution.
Ask relevant, non-stereotyping questions
Focus on conduct, context, communications and impact. Do not treat delayed reporting, continued work contact, clothing, relationship history, emotion, lack of witnesses or an imperfect memory as proof that harassment did not occur.
Protect the process and learn from it
Control information carefully
Share only with people needed for the process or safety, use secure records and brief all participants on lawful confidentiality. Confidentiality must not become a threat used to stop a complainant from seeking support or legal advice.
Prevent retaliation in practice
Monitor appraisals, shifts, assignments, references, gossip, exclusion, countersuits and digital attacks. Give all parties a named contact and act quickly on new safety or retaliation concerns.
Issue reasoned, timely outcomes
Follow the applicable standard and procedure, analyse relevant material, document reasons and communicate the outcome and next routes as law permits. Do not promise a result before inquiry or substitute a forced apology for a fair process.
Audit patterns without exposing people
Use anonymised information to improve supervision, travel, reporting lines, leadership behaviour and training. Complete statutory reporting accurately, review repeat locations or roles and track whether recommendations were implemented.
Words you can use
First contact from the committee
Acknowledging a request for information or a complaint
“We have received your communication. Before asking for more detail, we will explain available support, the committee process, confidentiality limits, time-related provisions and options for immediate safety. You may tell us any access or language support you need.”
Related issue guides
Sources and publication record
Reviewed and approved by the project team · Sources checked .
- Sexual Harassment of Women at Workplace Act, 2013India Code, Legislative Department
- SHe-Box workplace sexual-harassment complaint portalMinistry of Women and Child Development
- Free legal services and National Legal Aid Helpline 15100National Legal Services Authority