POSH & ICC Committee
When your workplace safety is non-negotiable, every POSH obligation must be met without exception.
Struggling to find attorneys who truly understand how to implement end-to-end POSH compliance — conducting training sessions, drafting tailor-made policies, serving on your Internal Complaints Committee, managing complaints, and delivering compliance workshops and managerial sessions — with the legal rigour and institutional sensitivity these obligations demand? Our expert POSH advisors will protect your people and your organisation at every stage of the compliance lifecycle.
When your workplace safety is non-negotiable, every POSH obligation must be met without exception.
A non-constituted ICC, an untrained workforce, or a mishandled sexual harassment complaint is among the most serious legal and reputational failures any organisation can be found responsible for — and the consequences under the Prevention of Sexual Harassment at the Workplace Act are swift, significant, and deeply personal for every individual involved. The risks — criminal liability for designated officers, regulatory penalties, reputational damage, and the irreversible harm caused to complainants by a flawed process — demand experienced, sensitive, and institutionally sound legal intervention from the very moment you decide to build a compliant workplace. Verum Legal provides expert end-to-end POSH compliance services — conducting training sessions, drafting bespoke policies, serving as external members on Internal Complaints Committees, managing the full complaint inquiry process, and delivering compliance workshops and managerial awareness programmes tailored to your organisation’s specific workforce and risk profile.
This includes:
- Verum Legal’s Proven Expertise
- End-to-End POSH Compliance Support
- Prompt & Sensitivity-Driven Action
- Best-Suited Tailored POSH Frameworks
- Deep Understanding of the POSH Act & Sexual Harassment Regulatory Landscape
- Advisory Across All Industries, Establishment Sizes & Workforce Structures
Verum Legal
When a complaint is filed or a compliance gap is identified, every procedural step matters — for the complainant, for the respondent, and for your organisation. Contact us today for a consultation, and let Verum Legal build the most robust, sensitive, and legally sound POSH compliance framework for your workplace — immediately.
Protect Your People. Build a Safer Workplace.
POSH compliance is not a checkbox — it is a legal obligation, a cultural commitment, and an institutional responsibility that defines how seriously your organisation takes the safety and dignity of every person who works within it. At Verum Legal, we provide expert POSH advisory and ICC support services tailored to the specific nature of your organisation, the composition of your workforce, and the statutory obligations that apply to your establishment. From the moment you engage us, we take complete ownership of your POSH compliance framework — auditing existing structures, constituting or strengthening your ICC, drafting every policy and procedure, and managing every complaint inquiry with the legal precision, procedural fairness, and human sensitivity that this area of law demands above all others.
PROTECT YOUR PEOPLE
What posh & icc committee services can we help you with?
Our POSH & ICC Advisory team combines deep knowledge of the Prevention of Sexual Harassment at the Workplace Act and its Rules with institutional sensitivity, procedural expertise, and training experience across all industry sectors and workforce structures. We provide comprehensive compliance, committee, and complaint management support across the following areas:
POSH Training Sessions
A trained workforce is the first and most important line of defence against workplace sexual harassment — and the POSH Act’s mandatory awareness obligation is not satisfied by a once-a-year email or a generic online module. We conduct customised POSH training sessions for employees at all levels of your organisation — covering the legal definition of sexual harassment, the rights and obligations of every person in the workplace, the complaint process, the role and functioning of the ICC, and the consequences of breach. Every session we conduct is tailored to the specific industry, workforce composition, and organisational culture of the client — because a training programme that resonates with a corporate workforce in a financial services firm must look and feel very different from one delivered to a frontline manufacturing team.
Tailor-Made POSH Policy Drafting
A generic POSH policy — whether downloaded from the internet or adapted from another organisation’s documentation — is rarely compliant, rarely comprehensive, and almost never reflective of how your workplace actually operates. We draft bespoke POSH policies that are fully compliant with the Act and applicable Rules, operationally specific to your organisation’s structure and reporting lines, and written in language that every employee — regardless of seniority or educational background — can understand and act upon. Every policy we draft covers the definition of sexual harassment, the scope of the policy, the complaint mechanism, the inquiry procedure, interim relief provisions, confidentiality obligations, and consequences for false complaints — leaving no statutory requirement unaddressed and no procedural gap unexploited.
ICC Committee Membership & Support
The POSH Act requires every organisation with ten or more employees to constitute an Internal Complaints Committee — and critically, that committee must include an external member who is familiar with the issues relating to sexual harassment and has experience in social work or acquaintance with labour, service, civil, or criminal law. We serve as the external member on your ICC — bringing legal expertise, procedural independence, and institutional credibility to every committee proceeding. Beyond external membership, we advise Presiding Officers and internal committee members on their roles, responsibilities, and obligations, assist in the constitution and reconstitution of the ICC in compliance with the Act, and provide ongoing legal guidance to the committee on every matter that comes before it.
Complaint Management & Inquiry Conduct
The manner in which a sexual harassment complaint is received, investigated, and resolved is the most legally consequential and humanly sensitive function the ICC performs — and procedural failures at any stage of the inquiry can invalidate the entire process, expose the organisation to further liability, and cause additional harm to every party involved. We manage the full complaint lifecycle on behalf of your ICC — from the receipt and acknowledgment of the complaint, through the conduct of a fair, time-bound, and procedurally sound inquiry, to the preparation of the final inquiry report and the recommendation of appropriate action. Every complaint we manage is handled with the procedural rigour of formal legal proceedings and the human sensitivity that the nature of these matters demands without exception.
Compliance Workshops & Managerial Sessions
POSH compliance is not solely the responsibility of the ICC — it is an organisational obligation that must be understood and discharged by every manager, team leader, and people-facing function within the business. We conduct targeted compliance workshops and managerial awareness sessions that equip your leadership team with a practical understanding of their POSH obligations — including their duty to prevent harassment, their responsibility to facilitate the complaint process, their role in maintaining confidentiality, and the personal liability they carry for failures within their teams. Every session we deliver is interactive, scenario-based, and tailored to the specific challenges and risk areas relevant to your industry and workforce — because abstract legal knowledge is only useful when it translates into the right managerial behaviour on the ground.
CREATING CLIENT VALUE
What differentiates us from other law firms?
Holistic Approach
We don't just draft a policy or conduct a training session — we build your entire POSH compliance ecosystem from the ground up. From the initial compliance audit through to ICC constitution, policy implementation, workforce training, and active complaint management, our team is with you at every stage of the compliance lifecycle, ensuring complete statutory alignment and leaving no obligation unaddressed. We combine legal expertise with deep sensitivity to the human dimensions of workplace harassment — giving you an advisory team that understands both the institutional and the personal with equal care.
Cost-Effective and Transparent Services
Our pricing is competitive, with a clear and straightforward fee structure. No hidden costs — just committed, experienced POSH compliance support designed to protect your people and your organisation across every applicable statutory obligation, delivered with the transparency and communication you deserve when the safety, dignity, and legal rights of your workforce are at stake.
Client-Centric Strategies
At Verum Legal, every client gets personalised attention. We understand that a ten-person startup constituting its first ICC, a mid-sized organisation responding to its first formal complaint, and a large enterprise overhauling its entire POSH framework following an adverse finding have fundamentally different needs, vulnerabilities, and workforce realities — and we tailor our advisory approach, our training delivery, and our complaint management process to the specific legal and human reality of your situation, not a standardised compliance module.
“Verum Legal brought genuine legal expertise, procedural rigour, and remarkable human sensitivity to our POSH compliance programme — transforming our ICC from a formality into a function our employees genuinely trust. Their training sessions changed the way our managers think about workplace safety, and their complaint management support gave us the confidence that every inquiry was being handled exactly as the law requires.”
Vice President — Human Resources, Large-Format Retail Organisation
5000+ Client reviews
The proof is in the numbers
Our POSH & ICC Advisory Practice Speaks for Itself.
500+
POSH training sessions, ICC committee engagements, complaint inquiries, and compliance workshops conducted across industries, establishment sizes, and workforce structures to date
90%
Of our clients who engaged us for a full POSH compliance audit identified critical structural gaps — including non-compliant ICC constitutions and procedurally deficient complaint mechanisms — that had gone undetected under their existing framework
40%
Of our POSH engagements involve active complaint inquiry management — reflecting the trust our clients place in Verum Legal to handle the most sensitive and legally consequential function the ICC performs
Your Questions Answered
Some FAQs about POSH & ICC compliance!
Looking to know more about your organisation’s obligations under the Prevention of Sexual Harassment at the Workplace Act for your situation? Browse our FAQs:
Every employer who employs ten or more employees at a workplace is required to constitute an Internal Complaints Committee under Section 4 of the POSH Act. The ICC must be headed by a Presiding Officer who is a woman employed at a senior level, must include at least two members from among the employees preferably committed to the cause of women or who have experience in social work or have legal knowledge, and must include one external member from an NGO or association committed to the cause of women or a person familiar with issues relating to sexual harassment. The external member requirement is not optional — its absence renders the ICC non-compliant and invalidates any inquiry conducted by it.
The POSH Act requires the ICC to complete its inquiry within ninety days of the receipt of the complaint. Failure to complete the inquiry within this period is a procedural default that can be used by either party to challenge the validity of the inquiry and any action taken on the basis of its findings. The Act also requires the ICC to submit its report to the employer and the District Officer within ten days of the completion of the inquiry, and the employer is required to act on the recommendations within sixty days of receipt of the report. We manage the full inquiry timeline on behalf of your ICC — ensuring that every statutory deadline is met and every procedural requirement is satisfied without exception.
Yes. The POSH Act’s definition of workplace extends beyond the physical premises of the employer to include any place visited by the employee in connection with work, including the premises of a client, customer, or vendor. Sexual harassment by a third party — including a client, customer, contractor, or any other person not directly employed by the organisation — is covered under the Act, and the employer has an obligation to assist the aggrieved employee in filing a complaint and to take reasonable steps to prevent further harassment. We advise employers on their obligations in third-party harassment scenarios and manage the complaint process in these more complex, multi-stakeholder situations.
An employer who fails to constitute an ICC, fails to comply with any other provision of the POSH Act, or fails to take action on the recommendations of the ICC is liable to a penalty of up to fifty thousand rupees for a first offence. Repeat offences attract doubled penalties and may result in the cancellation or withdrawal of the organisation’s licence, registration, or approval required to carry on its business. Beyond statutory penalties, non-compliance — particularly the mishandling of a complaint — exposes the organisation and its officers to civil and criminal liability and to the reputational consequences of public proceedings that are increasingly difficult to contain in the current media environment.
