Global Vision Law Firm provides expert, confidential legal representation in workplace sexual harassment cases under the POSH Act 2013 — whether you are an employee who has faced harassment and need to file a complaint, or a person facing allegations who needs a fair, well-represented defense. We also advise companies on POSH compliance, ICC formation and policy drafting.
Facing harassment at work? We help you file a written complaint with the ICC or LCC, navigate the SHe-Box portal, pursue a parallel criminal complaint under BNS Section 75, and represent you throughout the inquiry and any appeal.
Learn how we help →Received a notice from an ICC or facing a sexual harassment allegation? We help you respond factually, ensure due process and natural justice during the inquiry, and protect your career and reputation through fair representation.
Learn how we help →Call now: +91 9599801188
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — commonly called the POSH Act — is India's primary law addressing sexual harassment at the workplace. It grew out of the Supreme Court's landmark Vishaka Guidelines (1997) and creates a mandatory redressal mechanism for every workplace in India.
Every organisation with 10 or more employees must constitute an Internal Committee (IC), commonly called the ICC, to receive and inquire into complaints. For smaller establishments, complaints go to the government-constituted Local Committee (LCC) at the district level.
"Sexual harassment" includes unwelcome physical contact, demands or requests for sexual favours, sexually coloured remarks, showing pornography, and any other unwelcome physical, verbal or non-verbal conduct of a sexual nature. The Act covers both a quid pro quo situation and a hostile work environment.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Amendment Rules, 2026 extend protection under this framework to men and transgender employees for the first time — a historic expansion of workplace harassment protections in India.
One of the most important things to understand: the POSH Act inquiry and a criminal case are two separate, parallel pathways. You can pursue one or both, and they lead to very different consequences.
A workplace-level inquiry by the ICC/LCC leading to disciplinary outcomes — warning, transfer, suspension, termination, or compensation to the complainant. Confidential, civil in nature.
Filed with the police, this is a criminal proceeding (replacing the earlier IPC Section 354A) that can lead to arrest, prosecution and imprisonment of up to 3 years for unwelcome physical contact, demands for sexual favours or showing pornography; up to 1 year for sexually coloured remarks.
An ICC inquiry does not prevent you from filing a criminal complaint, and vice versa. The Bombay High Court and other courts have clarified that ICCs should encourage complainants who allege criminal conduct to also approach the police — the two processes are independent.
Which body has jurisdiction over your complaint depends on the size and nature of the workplace. Getting this right at the outset avoids delays and jurisdictional challenges.
Mandatory for every employer — government, private, NGO — with 10 or more employees at each office or branch. Must include a Presiding Officer (senior woman employee), at least 2 employee members, and one external member from an NGO or with relevant expertise.
Constituted by the District Officer in every district to receive complaints where: the establishment has fewer than 10 employees, the complaint is against the employer himself, or the complainant is a domestic worker or works in the unorganised sector.
Under Section 9 of the POSH Act, a complaint must be filed within 3 months of the incident (or the last incident, in case of a series of incidents). The Committee may extend this by another 3 months — total 6 months — if satisfied that circumstances prevented earlier filing. In Vaneeta Patnaik v. Nirmal Kanti Chakrabarti (2025), the Supreme Court upheld dismissal of a complaint filed beyond this period without sufficient explanation. If you are considering filing a complaint, time matters — consult a lawyer immediately to ensure the limitation point is addressed properly.
If you have experienced unwelcome conduct of a sexual nature at work — whether a single serious incident or a pattern of behaviour — here is how the process works, and how our lawyers support you at every stage.
We listen to your account in a safe, confidential setting, assess whether the conduct falls within the POSH Act's definition of sexual harassment, and explain your options — ICC complaint, SHe-Box, criminal complaint under BNS Section 75, or a combination.
A written complaint to the ICC/LCC is mandatory — the Delhi High Court has confirmed that without a written complaint, an Internal Committee has no jurisdiction to inquire. We help you draft a clear, factual, well-structured complaint with dates, incidents and any supporting material.
We help you identify the correct committee and, where applicable, file through the SHe-Box portal (shebox.wcd.gov.in) — the centralised government complaint mechanism that routes your complaint to the appropriate IC or LC for inquiry.
If the conduct also amounts to an offence under BNS Section 75 (or related provisions such as Section 78 for stalking), we assist with filing a police complaint / FIR — a separate, parallel process that can proceed alongside the ICC inquiry.
We help you prepare for your statement before the ICC, organise evidence and witnesses, and ensure the inquiry follows the timelines and procedure mandated by law — including your right to be heard and to have the proceedings kept confidential.
If the ICC's report and the employer's action do not adequately address your complaint, we help you file an appeal under Section 18 before the appropriate court within 90 days, and pursue compensation where warranted.
Section 16 of the POSH Act mandates that the identity of the complainant, respondent, witnesses and details of the inquiry must remain confidential — disclosure can itself attract penalties. Safe Spaces guidance notes that even copying unrelated recipients on internal emails can violate this. We ensure your confidentiality is protected throughout.
Being named as a respondent in an ICC inquiry — or facing a criminal allegation — is serious and can affect your career, reputation and liberty. Every person is entitled to a fair, lawful inquiry conducted with due process. Here is how we help.
The moment you receive a notice from an ICC, an HR communication, or learn of a police complaint — speak to a lawyer before responding to anyone. We review the complaint, the notice, and the ICC's constitution and jurisdiction.
We help you prepare a clear written response addressing each allegation factually and professionally — without contacting the complainant, which can itself be treated as retaliation or intimidation under the Act.
The ICC must follow principles of natural justice — proper notice, opportunity to be heard, opportunity to present witnesses and evidence, and an impartial committee correctly constituted under the Act. We monitor the process closely and raise objections where procedure is not followed.
We help you identify and organise documentary evidence, communication records, and witnesses relevant to your defense, and prepare you for your statement before the Committee.
If a parallel criminal complaint under BNS Section 75 or related provisions is filed, we provide full criminal defense representation — including anticipatory bail applications where required, and representation before the police and trial court.
If the ICC's findings are not based on evidence, were arrived at without following due process, or the limitation period under Section 9 was not properly applied, we help you challenge the report and the employer's action through an appeal under Section 18 or a writ petition before the High Court.
The POSH Act recognises that complaints must be made in good faith. Section 14 provides that where the Committee concludes that an allegation was false or malicious, or that the complainant produced forged or misleading documents, action can be recommended against the complainant — though this is applied cautiously and a complaint that is simply not proven on the available evidence is not automatically "false." We help respondents present this defense where the facts genuinely support it, while always maintaining a professional, evidence-based approach.
From individual representation to organisation-wide compliance — we cover every aspect of workplace sexual harassment law.
We draft a clear, legally sound written complaint covering the relevant incidents, dates and evidence, and file it with the correct Internal Committee, Local Committee, or via the SHe-Box portal — ensuring the limitation period is properly addressed.
Get Help →Where conduct also amounts to a criminal offence, we assist with filing a police complaint or FIR under BNS Section 75 (sexual harassment) or Section 78 (stalking) — pursued alongside, or independent of, any ICC proceeding.
Get Help →If you have received a complaint notice, we help you prepare a calm, factual written response, advise you on what to do (and what not to do) during the inquiry, and represent your interests at every stage.
Get Help →We help you prepare your statement, identify and present supporting evidence and witnesses, and ensure the Committee follows the procedure, timelines and principles of natural justice required under the POSH Act and Rules.
Get Help →Full criminal defense representation if an FIR is registered under BNS Section 75 or related provisions — including anticipatory bail applications, representation before the investigating officer, and trial court proceedings.
Get Help →Whether you are dissatisfied as a complainant with the outcome, or as a respondent believe the findings were flawed, we help file an appeal before the appropriate court or tribunal within the 90-day window under Section 18.
Get Help →We help organisations constitute a legally compliant Internal Committee, draft POSH policies aligned with the 2026 amendment (covering men and transgender employees), and register on the SHe-Box portal as required by various state governments.
Get Help →We provide legal training to ICC members on conducting a fair inquiry — covering procedure, evidence standards, natural justice, confidentiality obligations and the legal risks of a flawed inquiry — to help organisations conduct legally defensible proceedings.
Get Help →Under the Companies (Accounts) Second Amendment Rules 2025 (effective July 2025), companies must disclose sexual harassment complaint data in the Board's Report. We help ensure your ICC records and disclosures meet this requirement.
Get Help →Both routes are valid and can be pursued together. Here is how they differ — useful for both complainants deciding their strategy and respondents understanding what they may be facing.
| Parameter | POSH Act / ICC Inquiry | Criminal Complaint (BNS Sec 75) |
|---|---|---|
| Where Filed | Internal Committee (ICC) or Local Committee (LCC) | Police station / FIR |
| Nature of Proceeding | Workplace / civil inquiry | Criminal prosecution |
| Possible Outcomes | Warning, transfer, suspension, termination, compensation to complainant | Arrest, prosecution, fine, imprisonment up to 3 years |
| Time Limit to File | 3 months (extendable to 6 months) — Section 9 | No fixed limitation for cognizable offences, but earlier is always better for evidence |
| Inquiry Timeline | 90 days for inquiry + 10 days for report | Depends on investigation and court process — can take longer |
| Confidentiality | Mandatory under Section 16 — identities protected | FIRs are generally accessible; identity protections differ by case type |
| Burden of Proof | Preponderance of probability (civil standard) | Beyond reasonable doubt (criminal standard) |
| Can Run in Parallel? | Yes — independent of criminal proceedings | Yes — independent of ICC inquiry |
| Appeal | Section 18 — appeal to court within 90 days of recommendations | Standard criminal appeal process through courts |
The POSH Act applies to every workplace — from large corporates to startups, NGOs and even work-from-home arrangements. We have represented individuals and organisations across sectors.
Employees and management across IT, BFSI, manufacturing and services firms.
Public sector employees and officials under both ICC and LCC processes.
Faculty, staff and students in colleges and universities, including HEI-specific frameworks.
Doctors, nursing staff and hospital administration in medical institutions.
Staff and volunteers in non-governmental and civil society organisations.
Founders and employees in early-stage companies setting up first-time ICC frameworks.
Workers and supervisory staff, including unorganised sector matters before LCCs.
Complaints from domestic workers handled through the Local Committee mechanism.
Workplace harassment matters require sensitivity, discretion and deep procedural knowledge — for whichever side you represent.
Because we understand both perspectives of POSH proceedings, we bring a complete, balanced understanding of how ICCs evaluate evidence and procedure — whichever side you are on, we know what the other side's lawyer is likely to argue.
We understand the sensitivity of these matters. Every consultation, document and communication is handled with the highest level of discretion — in line with the confidentiality obligations under Section 16 of the POSH Act itself.
Many lawyers handle only the ICC process or only criminal matters. We handle both — essential when a complaint involves a parallel criminal angle under BNS Sections 74, 75 or 78, ensuring a coordinated strategy across both proceedings.
From the Supreme Court's limitation ruling in Vaneeta Patnaik v. Nirmal Kanti Chakrabarti, to the Delhi High Court's clarification on ICC jurisdiction in X v. Akademi, to the 2026 amendment extending coverage to men and transgender persons — we stay current on every development that could affect your case.
For employers, we help ensure a properly constituted ICC, compliant policies, SHe-Box registration, and Board's Report disclosures — avoiding penalties of up to Rs 50,000 under Section 26 and reputational risk from non-compliance.
Shared with consent, with identifying details removed to protect confidentiality.
"After months of feeling unsure about what to do, I finally consulted Global Vision Law Firm. They explained the entire ICC process clearly, helped me draft my complaint properly, and stood by me through the inquiry. I finally felt heard and supported throughout.
"Being named in a complaint at work was the most stressful experience of my career. The team helped me prepare a calm, factual response and made sure the inquiry followed proper procedure. I am grateful for the professional and non-judgmental support during a very difficult time.
"As a growing startup, we had no formal POSH policy or ICC in place. Global Vision Law Firm helped us set up a fully compliant Internal Committee, drafted our policy, and trained our team — giving us confidence that we are doing right by our employees and meeting our legal obligations.
Real questions from both employees and individuals facing allegations — answered clearly and confidentially.
Under Section 9 of the POSH Act 2013, a complaint must be filed within 3 months of the date of the incident. In case of a series of incidents, the limitation period runs from the date of the last incident. The Internal Committee or Local Committee has discretion to extend this by another 3 months (total 6 months) if satisfied that circumstances prevented earlier filing. In Vaneeta Patnaik v. Nirmal Kanti Chakrabarti (2025), the Supreme Court upheld dismissal of a complaint filed beyond this period without sufficient explanation — so prompt legal consultation is critical.
Do not panic, and do not contact the complainant directly under any circumstances — this can be treated as intimidation. Carefully read the complaint and the ICC's notice to understand the allegations and the response deadline. Engage a POSH defense lawyer immediately to prepare a factual, point-by-point written response, gather supporting evidence and witness lists, and ensure the ICC follows due process and principles of natural justice throughout the inquiry.
The Internal Committee (IC, commonly called ICC) must be constituted by every employer having 10 or more employees at each office or branch. The Local Committee (LC or LCC) is constituted at the district level by the government to handle complaints from establishments with fewer than 10 employees, complaints against the employer himself, or from domestic workers and the unorganised sector. Both follow a similar inquiry process under the POSH Act.
Yes. The POSH Act inquiry before the ICC and a criminal complaint under Section 75 of the Bharatiya Nyaya Sanhita 2023 (which replaced IPC Section 354A) operate as parallel and independent remedies. An ICC inquiry results in workplace disciplinary action such as warning, transfer, suspension or termination, while a criminal case under BNS can lead to arrest, prosecution and imprisonment. Many complainants pursue both routes for maximum protection.
The Internal Committee is required to complete its inquiry within 90 days of receiving the complaint and submit its report to the employer within 10 days of completion. The employer must act on the recommendations within 60 days. If either party is aggrieved by the findings or the employer's action, an appeal can be filed under Section 18 before the appropriate court within 90 days of the recommendations.
The original POSH Act 2013 protected only women employees. However, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Amendment Rules 2026 have extended protection under this framework to men and transgender employees for the first time — a significant expansion. Organisations should update their internal policies to reflect this broadened coverage.
Yes. Under Section 26 of the POSH Act, an employer who fails to constitute an Internal Committee, fails to act on its recommendations, or contravenes any other provision can be penalised with a fine of up to Rs 50,000. Repeat contraventions can result in higher penalties or cancellation of business licences/registration. From July 2025, companies must also disclose sexual harassment complaint data — received, disposed of, and pending beyond 90 days — in their Board's Report under the Companies (Accounts) Second Amendment Rules 2025.
If the harassment is from your direct manager or someone senior, document every incident with dates, locations and any witnesses as soon as possible. If the complaint is against the employer himself or someone exercising effective control over the workplace, the Delhi High Court (X v. Akademi, August 2025) clarified that the Internal Committee may not have jurisdiction — such complaints may need to go to the Local Committee (LCC) instead. Consult a lawyer early to identify the correct forum and avoid jurisdictional delays.
The SHe-Box (Sexual Harassment electronic-Box) at shebox.wcd.gov.in is a centralised online complaint mechanism by the Ministry of Women & Child Development, relaunched in August 2024. A complaint filed on SHe-Box is routed to the appropriate IC or LC selected by the complainant — it does not replace the statutory inquiry but channels the complaint to the body that must conduct it within 90 days. Several states, including Delhi, have made ICC registration on this portal mandatory for employers.
Yes. A single incident can constitute sexual harassment if it meets the statutory threshold of "unwelcome conduct of a sexual nature" under Section 2(n) of the POSH Act. The law recognises both quid pro quo harassment (where employment benefits are linked to compliance with a sexual demand) and the creation of a hostile work environment through repeated or even one-off conduct, depending on severity.
Section 14 of the POSH Act allows the Committee to recommend action against a complainant where it concludes the allegation was false or malicious, or that forged or misleading documents were produced. However, this provision is applied cautiously — a complaint that is simply not proven to the Committee's satisfaction on the evidence available is not automatically treated as "false". Respondents seeking to invoke Section 14 should do so through a lawyer who can present this as part of an evidence-based defense, not as a standalone retaliatory tactic.
No — retaliation against a complainant for filing a genuine complaint is itself a serious violation of the POSH Act and natural justice principles. If you face termination, demotion, or any adverse action linked to your complaint, this can form the basis of a separate grievance, an appeal under Section 18, and potentially a claim before the labour courts. We help complainants document and respond to any retaliatory action immediately.
Yes. The definition of "workplace" under the POSH Act is broad and has been interpreted by courts to cover situations beyond a physical office — including conduct occurring through official communication channels, work-related events, and during remote/hybrid work arrangements where the connection to employment is established. Online harassment connected to work — including via official chat groups, video calls or email — can fall within the Act's scope.
Either the complainant or the respondent, if aggrieved by the recommendations of the Internal Committee or the action (or inaction) taken by the employer, can file an appeal under Section 18 before the court or tribunal specified under the relevant service rules, within 90 days of the recommendations. This is a critical safeguard — for complainants who feel the outcome was inadequate, and for respondents who believe the inquiry was procedurally flawed or the findings unsupported by evidence.
Fees depend on whether the matter involves complaint drafting and filing only, full representation through an ICC inquiry, a parallel criminal matter, or organisation-wide compliance work. The first consultation is confidential and free, after which we provide a transparent written fee estimate before any engagement — whether you are a complainant, a respondent, or an employer seeking compliance support.
No — this would be a clear conflict of interest, and Global Vision Law Firm would never represent both parties in the same matter. What we mean by "representing both sides" is that, across our practice, we take on complainant matters in some cases and respondent matters in others (never in the same dispute), which gives our lawyers a well-rounded, balanced understanding of how POSH proceedings are conducted and evaluated from every angle.
Whether you need to file a complaint, have received a notice, or need to set up POSH compliance for your organisation — our lawyers provide confidential, professional guidance. Free, confidential first consultation.
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