An IC must have: 1) A Presiding Officer (senior female employee), 2) At least 2 employee members committed to women's causes, and 3) 1 External Member from an NGO/legal background. At least 50% must be women.
Workplace Harassment
POSH Act compliance, internal committee inquiries, and legal defense against workplace harassment.
Labour Law
POSH Act compliance, internal committee inquiries, and legal defense against workplace harassment.
Workplace harassment—including sexual harassment under the POSH Act 2013, mobbing, bullying, and intimidation—creates a hostile work environment and carries severe corporate and criminal liabilities.
Bail & Trial provides comprehensive POSH Act and workplace harassment legal services. We represent complainants and respondents in Internal Committee (IC) inquiries, advise HR teams on POSH compliance, and litigate POSH appeals before court.
POSH Act & Workplace Harassment Law
Internal Committee inquiries, POSH compliance, and harassment litigation.
- POSH Internal Committee (IC) Inquiries
- POSH Appeal in Court (Sec 18)
- Hostile Work Environment Defense
Our Expertise
Our Expertise in POSH & Harassment Law
Conducting fair, legally compliant POSH IC proceedings and court appeals.
POSH IC Inquiry Representation
Legal guidance during confidential POSH Internal Committee inquiries.
- Drafting POSH written complaints & responses
- Cross-examination during IC hearings
- Auditing IC inquiry report compliance
POSH Appeals & Court Litigation
Filing court appeals under Section 18 against perverse IC reports.
- Section 18 POSH court appeals
- High Court writs against IC procedural flaws
- Defending against fabricated POSH complaints
Dispute Resolution
Handling Harassment Proceedings
Strict adherence to POSH Act 2013 statutory timelines.
Option 01
POSH Internal Committee Hearing
Confidential 90-day internal inquiry procedure.
Option 02
Section 18 Judicial Appeal
Filing court appeal within 90 days of IC recommendation report.
Option 03
Workplace Bullying Notice
Legal notice and HR grievance for non-sexual workplace mobbing.
What We Do
Services for Complainants, Respondents & Employers
Full-spectrum POSH and workplace safety legal support.
POSH External Member Services
Providing experienced legal external members for corporate ICs.
POSH Policy & Annual Filings
Drafting POSH policies and submitting annual reports to District Officer.
Defense Against Malicious POSH Claims
Action under Section 14 POSH Act for false or malicious complaints.
Workplace Bullying & Retaliation
Litigating retaliation against employees who report harassment.
Common Matters
Key POSH Timelines
Statutory deadlines under POSH Act 2013.
3 Months Filing Limit
Complaint must be filed within 3 months of the incident (extendable by IC).
90 Days Inquiry Completion
IC inquiry must be completed within 90 days.
90 Days Appeal Window
Appeal against IC report before Court/Tribunal must be filed within 90 days.
Our Process
Our POSH Inquiry Workflow
How we navigate POSH proceedings.
1
Employment Incident & Contract Audit
Reviewing employment agreements, HR policies, termination letters, and incident chronologies for Workplace Harassment.
2
Statutory Labour Rights Assessment
Evaluating violations under the Industrial Disputes Act, Shops & Establishments Act, and Labour Codes.
3
Formal Legal Notice & Pre-Litigation
Issuing stern statutory demand notices to enforce dues, reinstatement, or policy compliance.
4
Conciliation & Labour Authority Filings
Filing formal petitions before the Labour Officer / Conciliation Officer to initiate mediation.
5
Labour Court / Tribunal Trial
Vigorous presentation of documentary evidence, wage slips, and witness cross-examination.
6
Award Execution & Full Settlement
Securing final court awards, back-wage payouts, gratuity disbursement, and enforcement decrees.
Why Choose Us
Why Choose Us for Workplace Harassment
Absolute discretion and certified POSH legal experts.
Certified POSH Counsel
Experienced external lawyers serving on major corporate IC boards.
High Court Appeal Success
Proven success setting aside IC reports where principles of natural justice were breached.
Have Questions?
FAQ about Workplace Harassment
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What is the constitution of a valid POSH Internal Committee (IC)?
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Can a man file a POSH complaint in India?The statutory POSH Act 2013 protects women employees. However, progressive companies adopt gender-neutral workplace harassment policies protecting all genders.
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What happens if a POSH complaint is proven to be false or malicious?Under Section 14 of the POSH Act, if the IC concludes that the complaint was false or malicious, recommendations can be made to take action against the complainant.
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What is the statutory notice period required for employee termination?Under state Shops & Commercial Establishments Acts and employment contracts, employers or employees must provide 30 days written notice or pay equivalent salary in lieu.
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How can employees resolve unpaid wage or full & final settlement disputes?Employees can issue a legal demand notice and file summary recovery applications before the Payment of Wages Authority or Labour Court under Section 33C(2) ID Act.
Book a Consultation
Book a Consultation
Speak with our legal experts for personalized advice and strategic representation.
Book an Appointment
Schedule your initial legal consultation with our team.