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Understanding the POSH Annual Report – Annual Report Format

Jayaprada HV — Fri, 26 Dec 2025 08:34:00 +0000

What is the POSH Annual Report?

The POSH Annual Report is much more than a mere formality; it is a statutory obligation under India’s POSH Act that offers a reflection of how seriously an organization takes workplace safety. Every organization under the Act is required to submit this report annually, capturing details about complaints received and resolved, pending cases, and awareness programs conducted throughout the year. It is a legal requirement that must be filed with the appropriate district officer, emphasizing the importance of accountability and transparency within organizational cultures.

Welcome to Posh Conversations—a space where voices that matter come together to discuss safety, dignity, and inclusion in the workplace. In today’s blog, we’re diving deep into the nuances of the POSH Annual Report, a document that every organization must file but few truly understand. From what the report captures to why it matters, we aim to simplify, clarify, and shed light on this crucial element of workplace compliance.

Why the Emphasis on the POSH Annual Report?

One of the common inquiries from organizations is why so much emphasis is placed on this report. The POSH Annual Report is a measure of accountability and it demonstrates to regulators and stakeholders that an organization addresses complaints through due process. It sends a strong internal message that complaints are acknowledged and tracked, contributing to not just compliance but also fostering a culture of awareness and respect.

Answering Common Questions

Who Prepares and Submits the Report

The Internal Committee (IC) is responsible for preparing the annual report, though submissions are typically made by the employer or HR. Once submitted, the district officer forwards a brief report to the state government.

Does the Report Contain Names or Case Details?

Absolutely not. The POSH Annual Report maintains confidentiality by only reporting figures such as the number of complaints received, resolved, pending, and awareness activities conducted.

What If There Were No Complaints?

Organizations must still file a “nil report,” which is a valid submission even if no complaints were registered during the year.

Consequences of Non-Compliance

Failure to file the report can lead to penalties and raises red flags during audits. It is increasingly scrutinized by boards, investors, and external stakeholders.

Filing for Locations with Fewer Than 10 Employees

According to Section 21, locations with fewer than ten employees are exempt from submitting an annual report.

Who Signs the Report?

The report is typically signed by the Internal Committee’s Chairperson or Presiding Officer

Including Conciliation Details

Even if a case is resolved amicably through conciliation, such details must still be reflected in the annual report.

Awareness Sessions and Workshops

The report should declare all workshops, training sessions for IC members, and awareness programs conducted for employees through various formats.

Determining the District office for Submission

Organizations need to identify the correct district officer based on their location. Contact details are usually available online, and verification is recommended to ensure accuracy.

The Story Behind the Numbers

It is a misconception that the report is only about numbers. The numbers tell an important story about the organization’s awareness, response to complaints, and effectiveness of the IC. A report with no complaints does not necessarily equate to a problem-free environment but could indicate a lack of awareness or reporting issues within the company.

What to include?

Number of complaints of sexual harassment received in the year
Number of complaints disposed of during the year
Number of cases pending for more than ninety days
Number of workshops or awareness programme against sexual harassment carried out
Nature of action taken by the employer or District officer

Annual Report Format

To download the Annual Report Format Click Drafts – “POSH Annual report format ” (27354 downloads )

The post Understanding the POSH Annual Report – Annual Report Format first appeared on Metis POSH Consulting Service LLP.

Checklist for the IC while handling sexual harassment compliant

Rajesh — Fri, 01 Oct 2021 13:20:07 +0000

In an organization, only an ICC has the power to investigate complaints of sexual harassment. They have been vested with the power of a civil court. They need to complete certain activities that are mandatory as per compliance. Here is a checklist to assist ICC to comply with the requirements.

We have collated all the key activities that the ICC must carry out when they receive a sexual harassment compliant at the workplace.
Download the document here: Checklist for the IC while handling a compliant (4802 downloads )

The post Checklist for the IC while handling sexual harassment compliant first appeared on Metis POSH Consulting Service LLP.

Drafts – Conciliation Settlement report

Jayaprada HV — Thu, 25 Jun 2020 11:10:28 +0000

Conciliation is an alternative way to resolve a dispute between parties using a mediator. Conciliation can be initiated by the Internal Complaints Committee (ICC) as an option of redressing workplace sexual harassment complaints, only if the aggrieved person requests for the same.

Conciliation under POSH Act

The ICC before initiating an inquiry under section 11 and at the request of the aggrieved woman, take steps to settle the matter between her and the respondent through conciliation: (please note that the respondent does not have the right to ask for a conciliation)and

Provided that “no monetary settlement” shall be made as a basis of conciliation

Where a settlement has been arrived at, the ICC shall record the settlement so arrived and forward the same to the employer to take action as specified in the recommendation
The ICC shall provide the copies of the settlement as recorded to the aggrieved woman and the respondent.
Where a settlement is arrived at, no further inquiry shall be conducted by the ICC

Please download the draft of the Conciliation Settlement report here – Drafts - "Conciliation Settlement report" (5212 downloads )

The post Drafts – Conciliation Settlement report first appeared on Metis POSH Consulting Service LLP.

DRAFTS – “Notice to appear before the IC”

Jayaprada HV — Thu, 30 Apr 2020 06:25:36 +0000

Section 11 of the POSH Act 2013 provides for the procedure to be followed by the POSH Internal Committee for inquiring into sexual harassment complaint where it mentions specifically that both the parties have to be given equal opportunities to make representations against the findings before the committee.

On receipt of the written complaint , if the IC finds that the complaint is valid and fulfills the requirements under the POSH Act 2013, should send notices to the complainant and the respondent to appear before the committee for hearings to understand the nature and context of the incidents that have taken place. The drafts of such notices sent to the Complainant and Respondent are shared below for your reference.

Please download the document here – DRAFTS - “Notice to appear before the IC” (6735 downloads )

The post DRAFTS – “Notice to appear before the IC” first appeared on Metis POSH Consulting Service LLP.

Essential tips for the ICC while conducting a POSH Inquiry

Jayaprada HV — Mon, 15 Jul 2019 06:10:05 +0000

While handling sexual harassment compliant, an inquiry should be conducted on the principles of natural justice and not as a formality. The Internal Complaints Committee is vested with the powers of a Civil Court and comes with great responsibilities. A wrong decision can destroy the career, reputation and family life of a man/woman if wrongly disciplined.

While handling a sexual harassment compliant, what should the Internal Complaints Committee keep in mind while conducting Inquiries?

Download the document here: Essential tips for the ICC while conducting a POSH Inquiry (4062 downloads )

The post Essential tips for the ICC while conducting a POSH Inquiry first appeared on Metis POSH Consulting Service LLP.

Duties of the Internal Complaints Committee

Jayaprada HV — Mon, 06 May 2019 07:51:37 +0000

Section 4 of the Prevention and Prohibition of Sexual Harassment of Women at workplace Act provides for the constitution of an ICC or the Internal Complaints Committee. Any organisation that has 10 or more employees need to constitute a Committee to address the complaints related to Sexual harassment. Integrity and impartiality of the ICC is ensured by presence of an external person as a member of the ICC. In an organization, only an ICC has the power to investigate complaints of sexual harassment. The ICC shall have minimum 4 members out of which the head of the committee shall be a woman. 50% of the members nominated for ICC must be women.

We have collated a list of important duties of the Internal Complaints Committee. Download the document here Duties of IC (3604 downloads )

Please download the checklist (.pdf) here:
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Template for registering a sexual harassment complaint

Jayaprada HV — Mon, 15 Apr 2019 06:57:10 +0000

Section 9 of the POSH Act gives details on filing / registering a sexual harassment compliant at Workplace. Excerpts from Section 9 of the Act. – Any employee who faces sexual harassment at workplace can lodge a complaint to the Internal Complaints Committee within a period of 3 months from the date of incident and in case of a series of incidents, within a period of three months from the date of last incident.

We have designed a format to assist the aggrieved individual / victim / complainant in making a formal complaint to the Internal Complaints Committee (ICC).

Please download the Complaints form (.pdf) here: Template for registering sexual harassment complaint (8821 downloads )

The post Template for registering a sexual harassment complaint first appeared on Metis POSH Consulting Service LLP.

Inquiry report format on completion of Inquiry

Jayaprada HV — Mon, 15 Apr 2019 06:36:20 +0000

On the completion of an inquiry under the POSH Act, the Internal Committee needs to report its findings to the employer / the District Officer within a period of 10 days from the date of completion of the inquiry. Here is a Inquiry report format that will assist you in addressing key points while preparing a report.

Download the inquiry report format (.pdf) here: Inquiry report format (11055 downloads )

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Quid-Pro-Quo sexual harassment

Rajesh — Mon, 15 Apr 2019 05:38:30 +0000

In Latin, “Quid-Pro-Quo” means “Something for something”. In workplace, when employment decisions are based on acceptance or rejection of sexual favour, it is termed as Quid-pro-quo sexual harassment. This has been called out in section 3(2) of 2013 Act related to Prevention, Prohibition and Redressal of Sexual Harassment of women at Workplace.

The document contains details on Quid-Pro-Quo and a case study.

Please download the Quid-Pro-Quo document (.pdf) here: Quid Pro Quo Sexual Harassment at workplace (3332 downloads )

The post Quid-Pro-Quo sexual harassment first appeared on Metis POSH Consulting Service LLP.

Conciliation procedure for dispute resolution

Rajesh — Sun, 10 Feb 2019 10:55:11 +0000

It is important to understand conciliation and its procedure. The document aims at guiding you through a conciliation procedure.

Download the document (.pdf) here: Conciliation procedure under POSH Act (4806 downloads )

The post Conciliation procedure for dispute resolution first appeared on Metis POSH Consulting Service LLP.