POSH compliance that builds a safer workplace.
Policy, Internal Committee, training, documentation and annual reporting under the POSH Act: a working framework where employees feel safe and respected, and your legal exposure stays low.
Where it goes wrong, and how we fix it.
A POSH policy on paper is only the first step.
The POSH Act expects a working system: a properly constituted Internal Committee, trained members, employees who know their rights and how to raise a concern, and complaints handled on time and in confidence. When any part is missing, the gap usually shows up the day a complaint arrives.
- No Internal Committee, or one set up wrongly
Every workplace with 10 or more employees needs an Internal Committee with a senior woman as Presiding Officer, an External Member and at least half its members women.
- Committee members who haven't been trained
Members must run a fair inquiry, follow natural justice and finish within the time the Act allows. Without training, procedural errors creep in.
- A policy nobody knows about
If employees don't know what counts as harassment or how to report it, concerns go unraised and problems grow.
- Complaints handled badly
Delays, breaches of confidentiality and procedural mistakes undermine trust and can be challenged.
- Annual report missed
The Internal Committee must prepare an annual report and the employer must report on POSH compliance. Both are often forgotten.
- Penalties and reputational damage
Under Section 26, certain failures attract a fine of up to ₹50,000, with stricter consequences for repeat offences, and the reputational cost is often greater.
A POSH framework built on policy, people and process.
Value First helps you move beyond basic documentation to a POSH system that works in practice: a clear policy, a committee that knows how to apply it, employees who trust it, and records that prove it.
- Policy drafted or reviewed
A POSH policy aligned with the Act, with clear reporting channels, roles and confidentiality provisions.
- Internal Committee constituted correctly
Structure, member roles, orders and documentation reviewed and set up, with External Member support where needed.
- Committee members trained
Complaint intake, inquiry procedure, natural justice, confidentiality, recommendations and reporting.
- Employees made aware
Interactive sessions so employees can recognise inappropriate behaviour and know how to raise it.
- Annual report filed and records kept
We help the committee prepare its annual report and keep the trail of policies, training and meetings.
Why businesses choose us.
Practical, not theoretical
Training built on real workplace situations, roles, reporting channels and decisions.
Sensitisation employees engage with
Sessions that make POSH simple and relevant, using scenarios, discussion and Q&A.
Experienced External Member support
Where required, we provide support for the External Member role under the statutory framework.
Complete documentation support
From policies and committee records to training logs and the annual report.
Confidential and process-driven
POSH matters need sensitivity. Our framework is built around confidential, structured handling of complaints.
English and regional languages
Training can be delivered in English and the regional languages your workforce speaks.
Want to see how this works for you?
Tell us about your business and we’ll walk you through it.
Everything handled, in one place.
One accountable team for the whole job, not a list of separate vendors.
POSH ComplianceWhat we handle for you.
Policy, ICC, awareness and annual reports, managed end to end by one team.
POSH policy drafting & review
New policy or review of the existing one: applicability, reporting channels, roles, confidentiality and complaint handling.
Internal Committee constitution
IC structure review, member roles, documentation and a committee process framework.
Internal Committee training
Role of the IC, complaint intake, inquiry, natural justice, documentation, confidentiality, recommendations and reporting.
Employee sensitisation workshops
Interactive sessions on recognising, preventing and reporting workplace sexual harassment.
Manager and leadership sessions
Role-specific training for HR teams, managers and leadership on their responsibilities.
Annual report & compliance support
Help preparing the Internal Committee's annual report and meeting the employer's reporting duties.
External Member services
Qualified External Members for organisations that need an independent view on their committee.
POSH documentation & records
Policy, IC orders, training records, awareness communications, meeting minutes and annual compliance files.
Step by step, start to finish.
We examine your current POSH policy, committee, documentation, training and complaint system. Result: a clear list of gaps.
We constitute or review your committee, define member roles and establish how it will function. Result: a committee with clear duties.
Sessions for employees, IC members, HR teams, managers and leadership. Result: clearer roles and better preparedness.
We support your ongoing POSH work, the documentation and the annual report. Result: fewer gaps and full visibility.
Compliant
CompliantEvery step closed. Inspection-ready, every month.Is this for you?
Crossing 10 employees brings the duty to form an Internal Committee. We set up the policy, committee and awareness programme from the start.
You may have a policy but no trained committee. We strengthen your Internal Committee and raise employee awareness.
Each office with 10 or more employees needs its own committee arrangements. We roll out one standard framework adapted to every location.
Get practical help with policy, training, documentation and audits, so POSH doesn't rest on one person's knowledge.
Build a workplace of dignity, safety and respect, and be confident your organisation meets its legal duties.
Understand POSH obligations, the employer's reporting duties and how ready the organisation really is.
No Internal Committee is needed, as complaints go to the Local Committee, but you must still prevent harassment and meet your other obligations. We help you do both.
5 laws, one team.
The core law: employer duties, Internal Committee, inquiry, confidentiality, annual report and penalties under Section 26.
Set out the External Member's qualifications, the inquiry procedure and what the annual report must contain.
Companies must state in the Board's report that they have constituted an Internal Committee under the POSH Act.
Treats sexual harassment as a criminal offence. Employers must assist a complainant who chooses to file a police complaint.
Standing orders and service rules are how an employer acts on the Internal Committee's recommendations against an employee.
Applicability depends on your state, headcount and type of operation. We confirm exactly what applies to you.
Built for your sector.
Trusted by businesses we work with.
“Thanks a lot for solving my statutory compliance problems. Mr Abubackar helped me solve my issues. Highly recommended.”
“We’ve been with Value First Consultancy for years, and they’ve consistently demonstrated their commitment to our compliance needs. Their comprehensive reporting system simplifies our multi-business compliance.”
“Very happy with the statutory compliance services provided by this firm. Reliable, affordable licence registration and monthly compliance.”
“Managing compliance across multiple businesses was a nightmare until we found Value First Consultancy. Their team’s expertise in navigating complex regulations and providing timely solutions has saved us from potential legal headaches.”
“They helped me in registering my company quickly and monthly compliance they are handling smoothly every month. All queries they are handling on time.”
“We are a large organisation with a very high attrition rate. Value First has helped us manage our payroll seamlessly, sort all our compliance, set up processes and protocols, and explained all the processes to us in detail.”
“Very helpful with filing monthly compliances. On time compliance every month. Prompt communication.”
“Value First Consultancy has been a game-changer for us. As a startup founder, I was overwhelmed with payroll and compliance issues. They not only streamlined our processes but also provided expert guidance.”
“I had major issues with compliance with labour law and ESIC compliance. Mr Abubakar and his staff was very helpful and knowledgeable.”
“Thanks a lot for solving our provident fund issues.”
“They are providing good service — on the 1st call they are sorting out the issues.”
“I know this organisation almost since their inception. We had entrusted them to take care of payroll and compliance. I just make the required payment — now all the issues are handled by Value First. I recommend them for their punctuality.”
Yes, the Act applies, but the duty to form an Internal Committee starts at 10 employees. Smaller workplaces' complaints go to the Local Committee set up by the District Officer. Employers must still take preventive steps and meet their other obligations.
Section 26 prescribes a fine of up to ₹50,000 for certain non-compliance. Repeat offences can attract higher penalties and may affect the employer's licence or registration.
The Internal Committee must include an External Member with the qualifications the Act requires. They bring an objective view and take part in the committee's statutory functions.
The Act requires employers to run awareness programmes for employees and training for Internal Committee members, so both need to be planned and recorded.
No. It covers prevention, a clear policy, regular awareness, a properly constituted Internal Committee where required, and correct complaint handling.
The number of complaints received and disposed of, cases pending beyond 90 days, workshops and awareness programmes held, and the action taken. The Internal Committee prepares it for the employer and the District Officer.
Is your POSH framework ready for its first complaint?
Missing policies, an untrained Internal Committee or an overdue annual report can leave you exposed. We review your POSH set-up, close the gaps and train your committee and teams, so your workplace is safe and your compliance is on record.