NOW ANNUAL POSH AUDITS IS MANDATORY FOR ALL WORKPLACES IN INDIA EMPLOYING 10 OR MORE PEOPLE.

 NOW ANNUAL POSH AUDITS IS MANDATORY FOR ALL WORKPLACES IN INDIA EMPLOYING 10 OR MORE PEOPLE.

NOW POSH AUDIT IS MANDATORY

As of June 19, 2026, the National Commission for Women (NCW) has made annual POSH audits mandatory for all workplaces in India employing 10 or more people. Non-compliance will now be treated as a violation of the POSH Act, 2013.

AUDIT SCOPE:

·       Functioning of Internal Committees (ICs)

·       Complaint handling and confidentiality safeguards

·       Awareness and training initiatives

·       Workplace safety infrastructure

·       Mandatory disclosures and use of the SHe-Box platform

THE AUDIT SHALL ASSESS:

- Constitution and legal compliance of the Internal Committee (IC)

- Appointment of a female Presiding Officer

- Functioning of the IC

- Number, status and timely disposal of complaints

- Confidentiality safeguards

- Training and awareness programs

- Display of mandatory disclosures

- Workplace safety and infrastructure

 - She-Box registration and updation.

COMPLIANCE REQUIREMENTS FOR ORGANIZATIONS

REQUIREMENT	DETAILS
INTERNAL COMMITTEE	Must exist in every workplace with 10+ employees; minimum 50% women representation required.
ANNUAL AUDIT	Mandatory; covers compliance, complaints, awareness, and infrastructure.
MONITORING CELLS	States/UTs to set up POSH Monitoring Cells or digital dashboards.
DISTRICT OVERSIGHT	District Officers to track compliance and awareness locally.
TRAINING	Specialized training for IC members and awareness programs for employees.

 

TO WHOM THE AUDIT REPORT WILL BE SUBMITTED

The Audit report shall be submitted to:

- District Officer

- District Magistrate/ Deputy Commissioner

- Concerned Administrative Department

NON-COMPLIANCE

Failure to conduct the POSH Audit shall be treated as non-compliance

REPUTATIONAL DAMAGE:

 Organizations risk public scrutiny and loss of trust.

OPERATIONAL PENALTIES:

Possible fines, stricter monitoring, and escalation to higher authorities.

ACTION STEPS RECOMMENDED FOR EMPLOYERS

·       Schedule Annual POSH Audit immediately for FY 2026–27.

·       Review Internal Committee composition — ensure 50% women representation.

·       Document and disclose compliance via audit reports to district authorities.

·       Conduct awareness sessions for employees and training for IC members.

·       Integrate SHe-Box platform into grievance redressal mechanisms.

SUMMARY

The NCW’s move signals the end of “paper compliance” — organizations can no longer rely on having a POSH policy without active implementation. This is a nationwide accountability push to ensure workplaces are genuinely safe, inclusive, and respectful for women.

#YOUR COMPLIANCE PARTNER R V SECKAR, FCS, LLB 79047 19295,