IMPLEMENTATION CHALLENGES OF POSH ACT, 2013

AUTHOR- KOMOLIKA GHOSH, STUDENT AT K.L.E. SOCIETY’S LAW COLLEGE, BENGALURU

BEST CITATION – KOMOLIKA GHOSH, IMPLEMENTATION CHALLENGES OF POSH ACT, 2013, ILE WEEKLY REVIEW (ILE WR), 1 (3) OF 2023, PG. 27-32, APIS – 3920 – 0037 | ISBN – 978-81-964391-3-2.

ABSTRACT

The POSH Act, commonly known as the Prevention of Sexual Harassment Act (POSH), the act was passed in December 2013 with the aim of providing a safe work environment for all Indian women, regardless of their affiliation with an organization. According to this Act, every company must establish an Internal Committee (IC) with at least 10 employees. Just the Internal Committees in the workplaces may not be considered much fruitful. The government especially the state government should have proper information and knowledge about the issues happening in the workplaces. Local Committees shall be formed which shall have the duty of providing all the information to the State Government. Additionally, the government is required to provide instruction, plan awareness campaigns, keep track of the number of sexual harassment lawsuits filed, and guarantee that the law is properly applied everywhere.

The Act cannot be said and concluded to be a total failure but it surely needs the afore-mentioned issues to be resolved as soon as possible with utmost care and awareness. Women shall be free not only visually but also mentally. The fear of being traumatized and embarrassed shall be removed from the minds of the women. The writer gives a summary of the Acts, the Implementational Challenges of the Act and a few Suggestions.

KEYWORDS – Sexual Harassment; POSH Act; workplace; Privacy; Inspections; Internal Complaints Committee