The Prevention of Sexual Harassment at the Workplace Act applies to every organisation that employs ten or more employees — and the obligation to constitute an Internal Complaints Committee, display the POSH policy, and conduct annual awareness programmes applies regardless of the nature of the industry or the structure of the workforce. Organisations with fewer than ten employees are required to report complaints to the Local Complaints Committee constituted by the District Officer. Non-compliance — including failure to constitute an ICC or failure to file the mandatory annual report — exposes the organisation and its designated officer to penalties under the Act. We assess your current POSH compliance position and implement a fully compliant framework immediately.

An HR manual is a comprehensive internal document that sets out the policies, procedures, and administrative rules governing every aspect of the employment relationship — designed primarily for use by the HR function and management in administering the workforce. An employee handbook is an accessible, employee-facing document that communicates the organisation’s key policies, values, and workplace standards in a format that every employee can read, understand, and acknowledge. The two documents serve complementary but distinct purposes, and both are necessary for a complete and compliant HR documentation framework. We draft both — ensuring that they are legally consistent, operationally aligned, and appropriate for their respective audiences.

HR policies should be reviewed at a minimum on an annual basis — and immediately upon any change in applicable legislation, a significant change in workforce structure, or the occurrence of a workplace incident that exposes a gap in existing policy coverage. The Shops and Establishments Act, the POSH Act, and applicable labour statutes are subject to periodic amendment, and policies that were compliant at the time of drafting can quickly become non-compliant if not regularly reviewed. We provide ongoing policy review and update services — ensuring that your HR documentation remains statutorily current, operationally relevant, and legally defensible at all times.

Generic HR policy templates — whether sourced online or adapted from another organisation — carry significant legal risk when applied without jurisdiction-specific and organisation-specific legal review. Applicable statutory requirements vary by state, by industry, and by workforce size, and a template that is compliant in one context may be entirely inadequate or actively non-compliant in another. Beyond statutory compliance, generic templates rarely reflect the specific operational realities, risk profile, or cultural standards of your organisation — and policies that do not reflect how your workplace actually functions are both unenforceable and counterproductive. We review existing templates, identify every gap and risk, and produce documentation that is compliant, specific, and built for your organisation.