PoSH Compliance for Startups: What Every Employer Must Complete Before the Deadline

Happy New Year! 🎉

As calendars reset and goals are refreshed, January brings with it not just new beginnings—but also important compliance responsibilities for employers.

While most businesses start the year reviewing numbers, targets, and strategies, there’s one critical area that often gets postponed until it becomes urgent: PoSH compliance.

For startups and growing organizations, PoSH can feel overwhelming, sensitive, and legal-heavy. But when approached correctly, it doesn’t have to be complicated—or intimidating.

Why PoSH Compliance Matters—Especially at the Start of the Year

The Prevention of Sexual Harassment (PoSH) Act exists to ensure safe, dignified, and respectful workplaces. But beyond the legal mandate, PoSH compliance signals something deeper:

• That the organization values psychological safety

• That leadership takes responsibility seriously

• That employees know where to turn if something goes wrong

January is the ideal time to review PoSH because:

• Compliance reporting cycles peak

• Teams are realigning after the year-end

• Leadership attention is higher

• Gaps are easier to fix proactively than reactively

Who Needs to Comply With PoSH?

If your organization has 10 or more employees, PoSH compliance is mandatory under Indian law—regardless of whether:

• You are a startup or an established company

• You’ve ever received a complaint

• Your workplace culture feels “safe enough”

Compliance is not conditional. It is required.

What Every Employer Must Have in Place Before the Deadline

Let’s simplify PoSH into its non-negotiable building blocks.

1. A PoSH Policy That Is Relevant and Communicated: A PoSH policy is not just a document—it’s a declaration of intent. Your policy must:

   • Align with the PoSH Act

   • Clearly define sexual harassment

   • Explain reporting and redressal procedures

   • Be communicated to all employees

2. A Properly Constituted Internal Committee (IC): This is the backbone of PoSH compliance. A valid IC must include:

   • A Presiding Officer (senior woman employee)

   • At least two internal members

   • One external member with relevant experience

   • Gender diversity as mandated

3. Awareness & Sensitization Sessions: Awareness sessions are not optional—they are a critical part of compliance. Employees should:

   • Understand what constitutes sexual harassment

   • Know how and where to report concerns

   • Trust that complaints will be handled fairly

4. Clear Reporting & Redressal Mechanism: Clarity here builds confidence and prevents escalation. Employees should never have to guess:

   • Whom to approach

   • What happens after a complaint is raised

   • How confidentiality is maintained

5. Documentation & Annual Compliance Review: PoSH compliance must be documented and reviewed annually, including:

   • IC details

   • Training records

   • Case handling documentation (if any)

   • Statutory reporting

A Better Way to Think About PoSH

Instead of viewing PoSH as a legal burden, think of it as:

• A trust framework

• A leadership responsibility

• A culture signal

Organizations that get PoSH right early rarely struggle later.

Start the Year With Compliance—and Confidence

The new year is about doing things better, not just doing more.

If you’re unsure whether your PoSH framework is complete, current, or correctly implemented, January is the right time to review it—calmly and correctly.

Need Support With PoSH Compliance?

At Shavi Consulting, we help startups and growing businesses implement PoSH frameworks that are:

• Legally compliant

• Practical to run

• Sensitive to people and culture

If you’d like to start the year with clarity and confidence, we’re here to help.

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