The Himachal Pradesh Police has initiated a statewide audit to assess the implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) across all its units and establishments. The exercise aims to strengthen institutional safeguards against workplace harassment and ensure that police workplaces remain safe and dignified for women personnel.

The directive was issued by Director General of Police Ashok Tiwari, who ordered that the audit be completed within 15 days. The review will examine whether Internal Committees (ICs) a mandatory requirement under the POSH Act have been properly constituted in all eligible offices and whether they are functioning effectively.

As part of the assessment, authorities will verify whether prescribed procedures under the law are being followed in practice. The audit will evaluate several aspects of compliance, including the maintenance of complaint records, the timeliness of inquiry proceedings, and the implementation of awareness programmes for personnel regarding workplace harassment. It will also review whether statutory reporting obligations under the law are being fulfilled.

Senior officers such as Superintendents of Police and commandants have been instructed to personally supervise the process and submit detailed compliance reports to the police headquarters within the stipulated timeline. Any shortcomings in the constitution or functioning of ICs are to be corrected immediately.

The police has also warned that strict departmental action may be taken in cases involving non‑compliance, concealment of facts, or failure to implement corrective measures related to POSH Act requirements. Emphasizing the importance of workplace safety, the DGP reiterated that the force maintains zero tolerance toward sexual harassment.

The audit is intended not only to ensure procedural compliance but also to promote gender sensitivity and accountability within the organisation. According to the police strengthening these mechanisms is essential to safeguarding the rights, dignity, and security of women personnel serving in the force.

Similar compliance scrutiny has emerged in Maharashtra, where the State Women’s Commission has directed government and private establishments to complete POSH compliance audits within a stipulated timeframe. The objective is to verify whether organisations have functional Internal Committees and whether statutory procedures under the POSH Act are being implemented in practice. Authorities have warned that action may follow if establishments fail to conduct or comply with the audit requirements.

Such directions highlight growing regulatory concern that many workplaces maintain policies on paper without ensuring operational compliance.

The current wave of audits also stems partly from judicial intervention. In recent years, the Supreme Court emphasised the need for district-wise surveys and compliance reviews to determine whether employers have constituted Internal Committees in accordance with Section 4 of the POSH Act. State governments and labour authorities have been directed to monitor and report compliance levels across workplaces.

This judicial push has encouraged state administrations and regulators to conduct systematic compliance assessments rather than relying solely on employer declarations.

Failure to maintain these records may expose organisations not only to statutory penalties under the POSH Act but also to reputational and regulatory scrutiny during compliance audits.

A Shift Toward Enforcement

The increasing frequency of POSH audits across states signals an important shift in India’s workplace compliance landscape. Regulators are moving from a policy-centric approach to an enforcement-driven model, where organisations must demonstrate that their POSH mechanisms are active, accessible, and effective in addressing workplace harassment.

For employers, this evolving landscape underscores the importance of periodic internal POSH audits, documentation readiness, and proactive compliance reviews to ensure that workplace safety obligations are fully met.

Written by Adv. K. Sri Hamsa