In response to growing concerns over workplace safety and the effective implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Government of Maharashtra, through its Pune district authorities, has issued a comprehensive directive mandating strict compliance across all establishments.

The immediate trigger for this directive was a widely reported sexual harassment incident in an IT company in Nashik, which raised serious concerns about the safety of women employees in professional environments. Recognising Pune as a major IT and industrial hub with a significant female workforce, the authorities emphasised the need for heightened vigilance and systemic enforcement to prevent similar incidents.

The circular directs all government, semi-government, local authority, and private establishments to ensure full and effective implementation of the POSH Act. Central to this mandate is the compulsory constitution of an Internal Complaints Committee (ICC) in all workplaces employing ten or more individuals, as required under Section 4 of the Act. For establishments with fewer employees, or where complaints are made against senior management, the Local Complaints Committee is empowered to address such grievances.

A key feature of the directive is the integration of digital reporting mechanisms. Establishments are required to register on the She-Box Portal, a centralised platform launched by the Government of India to enable women to report incidents of sexual harassment confidentially. This move reflects a broader push towards transparency, accessibility, and accountability in grievance redressal systems.

To ensure compliance, the authorities have also initiated a district-wide inspection campaign. Offices are required to submit detailed reports regarding their implementation of POSH provisions, including the constitution and composition of ICCs, availability of complaint mechanisms, awareness and sensitisation programs, and infrastructure supporting a safe work environment. These reports must be submitted within a stipulated deadline to the District Women and Child Development Officer.

The document further outlines a structured compliance checklist, requiring organisations to provide detailed information about their internal mechanisms. This includes verification of ICC composition ensuring representation of women, inclusion of external members, and leadership by a senior female employee as well as evidence of training programs, display of statutory notices, and availability of helpline information. Establishments must also confirm whether their complaint procedures are confidential, accessible, and transparent.

Importantly, the directive carries clear enforcement consequences. Under Section 26 of the POSH Act, failure to comply with statutory requirements, including non-constitution of ICCs or non-submission of reports, may attract penalties of up to ₹50,000. The authorities have indicated that non-compliant establishments may be reported to higher administrative offices for further action, reinforcing the seriousness of the initiative.

Overall, the document represents a shift from passive compliance to active enforcement of workplace safety laws. By combining regulatory oversight, digital monitoring, and strict reporting requirements, the Maharashtra Government aims to ensure that the protections envisioned under the POSH Act are not merely symbolic, but effectively implemented across all workplaces in the Pune district.

Written by Adv. K. Sri Hamsa