POSH Act quire for my case

Dear Client,

Yes, your case is absolutely valid under the POSH Act, 2013, as repeated instances of inappropriate physical contact, even if subtle or initially ignored, fall within the definition of sexual harassment. Your company is legally obligated to conduct a proper inquiry through its Internal Committee within 90 days of receiving the complaint, yet the delay of over 30 days without formal action indicates non-compliance.

Moreover, the HR's attempt to discourage you by mentioning police involvement, court appearances, and blaming you for speaking up is not only unethical but also a violation of your rights under the Act. You are entitled to a fair, confidential investigation and protection from retaliation or humiliation at the workplace.

It is advisable to send a formal written reminder to the Internal Committee asking for an update, and if the company still fails to act, you can escalate the matter to the Local Complaints Committee or State Women’s Commission. Keep detailed records of all incidents and communications to support your case.

Consult any Advocate for legal help.

Dear Client,
As per Section 9(1) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, also known as the ‘PoSH Act, any aggrieved woman may make, in writing, a complaint of sexual harassment at the workplace to the Internal Complaint Committee(ICC) if constituted, or the Local Committee (headed by the DM), in case it is not so constituted, within a period of three months from the date of incident and in case of a series of incidents, within a period of three months from the date of last incident happens. According to Section 2(n) of the PoSH Act, sexual harassment includes the following unwelcome acts: Sexual advances and physical contact, A request or demand for sexual favours., Making sexually charged remarks. Displaying pornography or any other unwanted sexual physical, verbal, or nonverbal conduct of a sexual nature. Until and unless a final report u/s. 13 of the Act is submitted by the Internal Inquiry Committee (IIC) proving or disproving her allegation or providing a copy inquiry report to the complainant and the accused, the management cannot reject a complaint on the ground that the complainant failed to prove the allegation of harassment. In case ICC did not take any action on your complaint or carry out any inquiry/investigation in the said complaint, you can bring the matter to the notice of the District Magistrate or ADM who is designated as the District Officer of the Local Complaints Committee (LCC) u/s.5 of the POSH Act for redressal of grievance/complaint failing which, an aggrieved employee serving a legal notice to the Company, can file a complaint over alleged unfair labour practice before the the concerned Labour Commissioner or the office of the Chief Inspector, Shops and Establishments, as the case may be, for redressal of her grievance.

Dear Madam,

Thank you for reaching out—what you're experiencing is serious and you have every right to seek justice under the POSH Act (Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013).

What are your legal rights and next steps?
Write to the Internal Committee (IC) again, officially, requesting:

The status of your complaint.

The timeline for action.

A request for a fair, confidential inquiry.

If no response or if HR continues to pressure you, file a complaint with:

District Officer (under the POSH Act) of your local area.

Or file a grievance to the State Women’s Commission or Labour Commissioner.

You can also file a complaint with the Ministry of Women and Child Development