Why this topic: Workplace Sexual Harassment Prevention is no longer just a term that organizations casually mention by saying, “We follow it,” or by avoiding it with statements like, “Our workplace atmosphere is good, so we don’t need it,” or “Everyone in our organization is mature and respectful, so incidents of harassment are unlikely to occur” Such assumptions are no longer sufficient.

An anti-sexual harassment framework is a critical legal and organizational requirement. Following these steps is now a necessity, not a choice. Organizations should not treat workplace harassment prevention measures as mere a formality or a box-ticking exercise. To ensure a safe, respectful, and legally compliant workplace, it is essential for every company to follow a comprehensive compliance checklist and implement each requirement diligently and consistently.

In 2026, regulators, auditors, investors, and courts are paying closer attention to whether organizations are genuinely complying with the Prevention of Sexual Harassment Act, 2013. Due to recent directives from the Supreme Court, increased inspections by District Officers, and stricter reporting requirements, companies must ensure that their employee protection systems are properly implemented, documented, and ready for review at any time.

What Are the PoSH Compliance Requirements in 2026?

Every organization with 10 or more employees is required to comply with the PoSH Act, 2013. Compliance includes appointing an External Member to the Internal Committee, implementing a safe workplace policy, conducting regular awareness and training sessions, holding periodic committee meetings, maintaining proper records and documentation, and ensuring that all statutory requirements under the Act are fulfilled.

The Complete PoSH Compliance Checklist 2026

1. Policy Implemented and shared with all employees: (Section 19(a) and Section 19(c) of the Act)

The Policy should be properly drafted, implemented, and shared with all employees so that they are aware of its implementation within the organization. The policy helps employees understand how to deal with situations of sexual harassment, whom they can approach for support, who the Internal Committee (IC) members are, and the procedure for filing a complaint. It also clarifies the scope of the policy by defining what constitutes a workplace and the locations and situations covered under the Act.

Ensure the policy is updated, approved, and accessible to all employees.

2. How do companies remain PoSH compliant?

To uphold safe and respectful practices, organizations must follow several mandatory requirements, including:

• Drafting and implementing the Policy
• Sharing the policy with all employees
• Constituting an Internal Committee (IC) as per Section 4 of the Act
• Appointing an External Member to the IC as per Section 4(2)(c) of the Act
• Conducting regular employee awareness sessions
• Providing specialized training to IC members
• Displaying required workplace compliance notices.
• Holding periodic IC meetings
• Maintaining records of complaints, inquiries, and actions taken
• Preparing and submitting the Annual Report to the District Officer

Sexual Harassment Prevention compliance is an ongoing process that requires organizations to consistently follow each of these steps throughout the year.

3. What does a PoSH compliance audit check?

A Safe Workplace Compliance Audit is conducted to assess whether an organization is genuinely complying with the requirements of the Act, or whether there are any gaps in compliance. Organizations often focus on meeting only a few requirements while overlooking others. A compliance audit helps identify such loopholes and ensures that all mandatory provisions are followed.

A Legal Compliance Audit checks whether the following requirements have been properly fulfilled:

• Policy has been drafted and implemented and shared with all employees
• Internal Committee (IC) has been constituted as per the act
• External Member has been appointed to the IC
• Details of IC members are available and communicated to employees
• Mandatory workplace safety notices and posters are displayed
• Employee awareness and sensitization programs have been conducted
• Attendance records of training and awareness sessions are maintained
• IC members have received the required Awareness training
• Quarterly or IC meetings are being conducted
• Attendance and meeting records of IC members are maintained
• Complaint handling and inquiry procedures are being followed as per the Act
• Relevant workplace safety records, registers, and documentation are maintained.
• SHE-Box registration has been completed, wherever applicable
• Confidentiality requirements under the Act are being adhered to
• Annual Report has been prepared and submitted to the District Officer within the prescribed timeline
• Evidence and documentation supporting all compliance activities are available and up to date (Section 25 of the Act)

The audit aims to identify compliance gaps and ensure that workplace harassment prevention measures are not merely documented but effectively implemented across the organization.

4. What changes occurred in PoSH compliance in 2025-2026?

There have been no major changes to the PoSH Act, 2013. However, Workplace Safety & Dignity compliance has become stricter in 2025–26 due to the increasing focus on workplace safety and the rising number of sexual harassment cases being reported.

Some of the key changes include:

• Greater attention is being paid to organizations that do not comply with compliance requirements. Noncompliance may result in notices, penalties, and
• other legal consequences.
• Companies are expected to maintain proper records of IC meetings, employee awareness sessions, and training programs, along with attendance sheets, photographs, and other supporting documentation.
• Companies are now giving more importance to completing is SHe-Box registration.
• Organizations are expected to maintain all workplace safety related documents, including policies, training records, meeting minutes, complaint records, and annual reports.
• Compliance Audits are becoming increasingly important to ensure that all legal requirements are being followed and that there are no gaps in compliance.

In 2025–26, the focus is not only on having workplace policies and procedures in place but also on maintaining proper evidence to demonstrate compliance whenever required.

For Gujarat-based companies listed on BSE or NSE, maintaining records is not just an HR’s internal record but they form part of the Board’s report which is visible to stakeholders. Under the Companies (Accounts) Second Amendment Rules, 2025, effective from July 14 2025, companies are required to make more detailed disclosures relating to Employee protection compliance in their Board’s Report.

These include:

•  Number of sexual harassment complaints received during the year 
•  Number of complaints disposed of
•  Number of complaints pending at the end of the financial year
•  Confirmation of compliance with the PoSH Act, 2013
•  Workforce gender composition and diversity-related disclosures, where applicable

Not sure if your organization is fully PoSH compliant? Even one missing compliance requirement can expose your organization to legal, financial and reputational risks.

Book a free audit call with Shivani today and assess your compliance readiness.