POSH Act at 10: Evaluating a Decade of Workplace Safety Progress

The Prevention of Sexual Harassment (POSH) Act, 2013, marked a significant milestone in India’s efforts to create safer workplaces. A decade later, it is crucial to assess the Act’s impact, achievements, and areas that still require improvement.

Achievements of the POSH Act

Over the past ten years, the POSH Act has led to several positive developments:

1. Increased Awareness – Organizations now conduct regular training sessions to educate employees about workplace harassment.

2. Implementation of Internal Complaints Committees (ICCs) – Companies with more than ten employees are required to set up ICCs, ensuring a formal mechanism for redressal.

3. Legal Precedents and Judicial Oversight – Courts have actively interpreted and enforced the POSH Act, strengthening its implementation.

4. Corporate Accountability – Many organizations now integrate POSH compliance into their workplace policies, making it a part of their corporate governance frameworks.

Challenges That Persist

Despite these achievements, several challenges remain:

1. Underreporting of Cases – Many victims hesitate to file complaints due to fear of retaliation or lack of trust in the system.

2. Inconsistent Implementation – Small and medium enterprises (SMEs) often struggle to comply due to resource constraints.

3. Bias and Inefficiency in ICCs – In some cases, ICCs lack independence, leading to flawed investigations.

4. Limited Government Oversight – There is no centralized monitoring mechanism to ensure all organizations comply with the Act.

The Way Forward

To enhance the effectiveness of the POSH Act, the following steps should be considered:

• Stronger Government Regulation – Introducing regular audits and penalties for non-compliance can improve enforcement.

• Improved Support for Victims – Ensuring anonymity and providing psychological support can encourage more individuals to report harassment.

• Training Beyond Compliance – Instead of treating POSH training as a formality, organizations should integrate gender sensitization into their workplace culture.

• Leveraging Technology – Digital reporting tools and AI-driven compliance monitoring can improve efficiency and transparency.

Conclusion

The POSH Act has played a vital role in shaping workplace safety norms in India, but its implementation still requires significant strengthening. As we reflect on a decade of progress, organizations, lawmakers, and employees must work together to build truly harassment-free workplaces.