POSH Act compliance support
End-to-end compliance with the POSH Act, 2013, including keeping you current on new notifications, state directions and reporting expectations as they evolve.
POSH Act, 2013 · Compliance & Prevention
Compliance you can prove. Safety people can feel.
POSHequili delivers end-to-end POSH compliance services and sexual harassment prevention training for organisations across India, helping you meet every obligation under the POSH Act and build workplaces where redressal is trusted, not just documented. We are founder-led by a practising psychotherapist and a lawyer, so every engagement is legally rigorous and psychologically informed at once.
✓ MoWCD empanelledRecognised POSH training provider
A decade of practiceEnd-to-end POSH work since our founding
Legal + psychosocialTwo lenses on every engagement
Across IndiaActive inquiry experience in regulated sectors
Why POSHequili is built differently
Most POSH work stops at the law. Harassment doesn’t.
A policy on the wall and a certificate on file do not tell you whether a complainant will actually come forward, or whether your Internal Committee can hold a fair, composed hearing when one does. We were built to close that gap. One lens keeps you defensible. The other keeps people willing to speak.
The legal discipline
Rigorous, current, defensible
Valid IC constitution, clean inquiry documentation, correct notices and timelines, annual reporting and disclosures. The parts a District Officer, an appellate authority or a court will examine.
The therapeutic discipline
Trauma-informed and therapeutically grounded
How a complainant is received in the first ten minutes, how questioning is sequenced so an account stays coherent, how a committee holds its own composure, how a respondent is heard without the process losing its footing. The parts that decide whether an inquiry actually works.
Compliance can be documented. Psychological safety has to be felt. We deliver both.
Our services
Everything the POSH Act asks of you, and the layer it doesn’t
Our POSH compliance services span five connected areas of work, from policy drafting and External Member support to POSH training programmes and inquiry management. Engage one, or let us hold the whole framework so nothing falls between compliance, training, live cases and recovery.
01
Compliance & advisory
Policy drafting & vetting
Clear, legally sound and genuinely inclusive POSH policies that go past the checkbox and actually guide behaviour, for on-site, remote and hybrid workforces.
Compliance audit
A structured review of your IC constitution, tenure, documentation and process to find the gaps that quietly invalidate an inquiry before a complaint ever arrives.
Statutory reporting support
Help with the Annual Compliance Report to the District Officer, SHe-Box updates and the POSH disclosure in your Board’s Report, including NIL returns.
Litigation & risk support
Strategic legal guidance when a matter escalates, so you manage risk, protect rights on all sides and stay on the right side of the law.
02
External Member & inquiry
External Member services
Trained External Members for your Internal Committee, backed by full-time associates so the same standard and conduct carry through every stage of a matter.
For every ICInquiry & conciliation support
Guidance from notice to findings report: framing of allegations, examination of parties and witnesses, minutes, evidence handling and a reasoned report built to withstand appellate scrutiny.
When a complaint arrivesTrauma-informed process design
The procedural mechanics of a fair inquiry, from how a complainant is received to how the committee holds its own composure, so natural justice is met in practice and not only on record.
IC & HR/ER03
Psychological support during inquiry
Delivered by Equilibrio’s Mental Health at Work team, therapists who understand the POSH Act and the demands of an inquiry, and kept structurally separate from the Internal Committee and the case record. Support that steadies people without ever touching the finding.
Support during a live inquiry
Confidential counselling for the complainant and the respondent to hold distress while a matter is ongoing, so both parties can participate in the process with dignity and composure.
Complainant & respondentCounselling recommended by the IC
Where the Internal Committee recommends counselling or coaching as part of its findings, we deliver it as a clear, structured intervention, separate from the members who decided the matter.
Post-inquiry outcome04
Training & capability
Who we train, and the duty each one carries
Leadership & employer
Carries the employer’s statutory duties, constitutes and resources the IC, and sets the tone that decides whether people report at all.
Managers
Usually first to hear of an incident. Trained to respond without retaliation, escalate correctly, and never run an inquiry of their own.
IC members
Run the inquiry itself: principles of natural justice, weighing credibility, confidentiality, timelines, and findings that hold on appeal.
HR & ER
Enable and document the process and any interim measures, coordinating logistics without influencing the committee’s decision.
Employees
Know their rights and the redressal route, understand consent and conduct, and step in as responsible bystanders.
Facilitator-led sessions
Live, trainer-led training, virtual or in person, sized to the audience and its risk. Scenario work and rehearsal, not a lecture read off slides.
Live deliverySelf-paced e-learning modules
Interactive, industry-specific modules employees complete on their own time, in SaaS or SCORM formats, with regional-language and accessibility options.
Scale & refreshersIC member certification
A structured certification that equips your Internal Committee to run a matter correctly, from valid constitution and notice through to a defensible findings report.
For your ICTrain-the-Trainer (TTT) certification
Certify your own people to deliver credible POSH training in house, without losing the legal precision or the psychological depth that makes it land.
Internal champions05
Awareness & culture tools
Posters, mailers & toolkits
Custom prevention resources that turn POSH from an annual event into daily practice and make your redressal mechanism easy to find and trust.
Online, offline & hybrid versions
Every awareness asset built in versions that reach shop floors, offices and remote teams alike, so no part of your workforce is left out of the message.
Where the outcome is actually decided
What a portal or a one-off panel cannot do
POSH is the practice, not a product line
We do not run POSH beside payroll, anti-bribery or an EAP. It is the whole practice, which is why we are fluent in the matters most providers avoid: anonymous complaints, relationships that soured, a respondent in another organisation, a complaint filed past the limitation period.
A case is judged by people, not a workflow
A platform can log a complaint and count down a deadline. It cannot examine a witness, weigh credibility, or hold the room when an account breaks down. The parts that decide the outcome are human, and so are we.
One standard, from notice to appeal
Your matter is held by full-time associates, not a name pulled from an empanelment list for the week. The External Member, the questioning and the reasoning carry a single standard the whole way through, which is what withstands appellate scrutiny.
Fair to the complainant. Fair to the respondent.
Natural justice runs both ways. A survivor-centred process that still protects the respondent’s right to be heard is not a softer inquiry, it is a defensible one. We build both into the same case.
We study the proceedings, not just the statute
Our advice and training draw on our own analysis of how Internal Committees actually reason and decide, so you get what holds up in the hearing room, not a recital of the sections.
Safety, wellbeing and belonging, by design
Where a matter surfaces deeper wellbeing or inclusion needs, we bridge to Equilibrio’s Mental Health at Work and Inclusion at Work teams. Prevention, redressal and recovery handled as one system.
Sector experience
POSH risk looks different in every industry. So does our approach.
Complaint patterns, workforce structures and pressure points vary widely by sector. We tailor training, policy and inquiry support to the realities of yours.
IT & Technology
BFSI
Manufacturing
Startups & SMEs
Hospitality
Aviation
Healthcare & Pharma
POSH questions, answered
What employers ask us most
Is an Internal Committee mandatory for my organisation?
Under the POSH Act, 2013, every workplace with 10 or more employees must constitute an Internal Committee, which includes a mandatory External Member. Where an IC does not apply, complaints are routed to the district Local Committee. We help you constitute, train and maintain an IC that is valid, not just present on paper.
Who can serve as the External Member on our IC?
The External Member must be someone from outside the organisation who is familiar with issues relating to sexual harassment. We provide trained External Members with active inquiry experience, supported by our full-time associates so the process stays consistent through every stage.
What is the timeline for a POSH inquiry?
The Internal Committee is expected to complete its inquiry within 90 days, and the employer to act on its recommendations within the prescribed period. We support the full arc, from notice to the findings report, with documentation built to withstand scrutiny and appeal.
Do we still need to file a POSH annual report if we had no complaints?
Yes. A NIL annual report is mandatory. It evidences that your IC is validly constituted and that you have taken preventive measures through the year. We assist with the Annual Compliance Report to the District Officer, SHe-Box updates and the disclosure in your Board’s Report.
Can you support the emotional wellbeing of the people in an inquiry?
Yes. Confidential counselling and coaching is available to the complainant and the respondent to hold distress while a matter is live, and where the Internal Committee recommends it as an outcome. It is delivered by our Mental Health at Work team, therapists who understand the POSH Act and the demands of an inquiry, and it is kept structurally separate from the committee and the case record so that support never bears on the finding.
How is POSHequili different from other POSH consultants?
We are founder-led by a practising psychotherapist and a lawyer, which means our compliance, training and inquiry work is legally rigorous and psychologically informed on the same engagement. We are empanelled by the Ministry of Women and Child Development, and we staff inquiries with full-time associates rather than one-off appointees. Our sister practice, Child Safety at Work, extends the same standard to institutions working with children.
Let’s make your POSH framework something people trust.
Whether you need an External Member, a training programme, a compliance audit or steady support through a live inquiry, we will start where you are and build what actually holds.
