ComplyKart Services
POSH Compliance — Filed On Time, Without the Last-Minute Panic
The law requires every employer with 10+ employees to have an Internal Committee, a written policy, and annual reporting. But POSH compliance done badly is worse than none - it creates false confidence. We set it up properly: committee, policy, training, and the annual report.
CA/CS-guided review
Your documents and structure are checked before anything is filed.
Written scope first
Inclusions and payable charges are explained before work begins.
Support till it’s done
One team owns your filing, from the first call to the final handover.
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Experience behind every filing
A quick snapshot of the work so far.
Fees
Fees and packages for POSH Compliance
Every requirement is a little different, so we quote after a short discussion — the consultation itself is free.
Custom quote
POSH Compliance
Talk to a ComplyKart expert — we’ll understand your requirement and share an exact written quote before you pay anything.
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POSH Compliance Package Inclusions
- POSH policy drafting for your organisation
- Internal Committee (IC) constitution guidance
- Employee awareness training session
- Annual report filing with the District Officer
- Year-round POSH compliance calendar
Overview
What POSH compliance involves
The Sexual Harassment of Women at Workplace Act requires employers with 10 or more employees to constitute an Internal Committee (IC).
Every employer must have a written POSH policy, displayed and communicated to all employees.
The IC must include an external member from an NGO or someone with legal or social work expertise.
An annual report must be filed with the District Officer by 31 January each year.
Benefits
Why employers get POSH-compliant through us
Open each benefit to see what it means for you.
IC constituted properly
The Internal Committee needs a presiding officer, employee members, and an external NGO/legal member. We constitute it correctly - the most common compliance gap we see.
Policy people will read
Your POSH policy is written for your workplace - in language your employees will actually read, not a legal document nobody opens.
Annual report filed
The law requires an annual report to the District Officer by 31 January. We prepare and file it.
Training delivered
Awareness sessions for employees and specialised training for IC members - the law mandates both, and we conduct them.
Documents
Documents required for POSH compliance
Clear, current documents matter more than a long checklist. Names, dates of birth and addresses should match across records.
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Policy and committee records
Filing and reporting support
Process
POSH compliance process — step by step
You’ll see each stage, what’s pending and what we need from you — so filings don’t bounce back.
Step 1 of 6
Check the 10-employee threshold
Every employer with 10 or more employees must constitute an Internal Committee; smaller workplaces fall under the Local Committee of the district.
Constitute the Internal Committee
The Internal Committee needs a woman presiding officer, two employee members, and one external member from an NGO or with legal knowledge.
Adopt and circulate the policy
A written POSH policy is adopted and shared with every employee — the policy must spell out the complaint process and timelines.
Train employees and the committee
Awareness sessions for all employees and specialised training for IC members are mandatory — records of both must be kept.
File the annual report
The employer files an annual report with the District Officer covering complaints received, disposed, and pending. Non-compliance draws penalties under the Act.
Keep it running through the year
POSH is ongoing — new joiner orientations, IC reconstitution on member exits, and yearly refresher training keep the compliance alive.
Why ComplyKart
Why ComplyKart for this
You should know who’s doing what. Open a stage to see how the work is shared.
Substance over checkbox
We treat POSH as workplace safety, not paperwork. The training and the committee actually work.
Part of your HR compliance stack
POSH, Shops and Establishment, PF, ESI - your HR compliance sits with one team that sees the whole picture.
Handled with sensitivity
Sensitive matters need discreet, experienced handling. Our team has run IC trainings and inquiries with care.
Substance over checkbox: We treat POSH as workplace safety, not paperwork. The training and the committee actually work.
If a founder or investor is outside India
Foreign ownership is possible in many sectors, but it adds document authentication, banking and FEMA work. Set the route before funds move.
Plan before you start
- Check whether your sector permits automatic-route foreign investment
- Confirm the Indian resident director arrangement
- Map ownership, beneficial ownership and pricing
- Allow time for apostilled or consularised documents
Plan for after setup
- Receive funds through permitted banking channels
- Complete RBI/FEMA reporting and keep the bank evidence
- Coordinate tax and ongoing compliance advice early
FAQ
Frequently asked questions
Search all 8 answers, or filter by the stage you’re thinking about.
Showing 8 of 8 answers
Every employer with 10 or more employees must constitute an Internal Committee. Below 10, complaints go to the Local Committee - but having a policy is still good practice.
A presiding officer (senior woman employee), two employee members, and one external member from an NGO or with legal/social work expertise. We help you find the external member.
By 31 January each year, reporting the previous calendar year's complaints and actions. We prepare and file it for you.
Yes - penalties apply, and they escalate for repeat non-compliance. Beyond the fine, an unhandled complaint is a far bigger risk.
Yes. POSH covers all women at the workplace - employees, contractors, visitors, interns. Your policy and IC must reflect that.
The IC investigates and submits findings with recommendations within 90 days. We train your IC members on conducting a fair inquiry.
The external member brings independence and expertise the law specifically requires. We connect you with qualified external members.
Genuinely useful - done right, it builds trust. Done as a checkbox, it builds cynicism. We run sessions people actually engage with.
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What clients say about working with us
Real stories from businesses we've worked with.
Our Trademark was applied in all the classes with a short span of time by Complykart Trademark Experts and I can say the level of expertise and commitment they carry is remarkable. It's an A+ from my side. We are now sticking to ComplyKart only.
I found the professionalism of the staff at complykart.com, a pleasure to work with. As a foreigner to India, they took the time to explain the documentation and assisted in every question I raised. I was pleased that complykart.com made it easy for my Business.
Trust, Commitment, Dedication and responsiveness are the best things with ComplyKart. Thanks for handling our Merger assignment with so much care. After my business disputes, complykart handles all things with own sense of understanding.
Learning center
Guides on POSH Compliance
Deeper reading from our articles — the same rules, explained in plain words.
Trust & transparency
Sources & how we keep this page accurate
Primary sources we refer to:
- Ministry of Corporate Affairs (MCA)
- GST Portal
- Income Tax Department
- IP India (Trademark / Patent / Copyright)
Last verified: 4 October 2026
Compliance rules change. If something on this page looks outdated, tell us on WhatsApp and we'll fix it — and your filing will always follow the current rules, not just what's written here.
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Talk to a ComplyKart professional about POSH Compliance. The first consultation is free.
