It started with the case of Aureliano Fernandes v. State of Goa, which was a dispute over the dismissal of a professor accused of sexual harassment. The university’s Internal Committee had found him guilty, but the Supreme Court, on reviewing the case, found that the inquiry had not been conducted as per the due process under the POSH Act. The Court sent the matter back to the IC for a fresh inquiry.
But this case opened the door to something much bigger.
While hearing the case, the Court also turned its attention to how the POSH Act has been implemented across the country.
Why Did the Supreme Court Take Action?
Reports submitted by learned lawyers revealed a concerning pattern: even after a decade, many states and union territories had not fully complied with the POSH Act.
There were no committees in some districts, no data on implementation, and no clear process for redressal. What began as one case turned into a nationwide compliance check.
Here’s What the Supreme Court Ordered
To fix the gaps, the Court issued a set of directives that all States and UTs must now act upon:
- Every district must have a fully functional Local Complaint Committee
- Government departments and PSUs must set up Internal Committees
- States and UTs must appoint District Officers and make their details public
- POSH implementation data must be published for transparency
- Ensure proper training for all members of LCCs and ICs
What This Means for Workplaces Across India
This judgment has sent ripples across organisations and administrations nationwide. With POSH compliance now under judicial scrutiny, what was once seen as a requirement on paper is being taken far more seriously. Regulatory pressure is rising, and for many institutions, the shift from policy to action has already begun.
At Metis, we’re seeing a growing number of organisations reach out to assess their compliance status, set up or reconstitute Internal Committees, and strengthen their redressal mechanisms in line with the latest directives.