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Most POSH checklists online repeat the same three requirements and get the applicability threshold wrong. This one tests seven obligations against the enacted text of the POSH Act 2013, names the provision behind each, and answers entirely in your browser — nothing is stored or sent anywhere.
Seven questions against the enacted text of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Nothing you enter is stored or sent anywhere.
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Every employer of a workplace shall, by an order in writing, constitute an Internal Committee. There is no headcount threshold in this sub-section.
A woman Presiding Officer employed at a senior level; not less than two Members from amongst employees; and one member from an NGO or association committed to the cause of women, or a person familiar with the issues relating to sexual harassment. At least one-half of the nominated Members shall be women.
Where the offices or administrative units of the workplace are located at different places or divisional or sub-divisional level, the Internal Committee shall be constituted at all administrative units or offices.
Workshops and awareness programmes at regular intervals for employees, AND orientation programmes for the members of the Internal Committee. Two duties in one clause.
Display at any conspicuous place in the workplace of the penal consequences of sexual harassment and of the order constituting the Internal Committee under Section 4(1).
The Committee prepares an annual report in each calendar year — not the financial year — and submits it to the employer and the District Officer. The employer separately discloses the number of cases filed and their disposal.
The Local Committee receives complaints from establishments where an Internal Committee has not been constituted due to having less than ten workers, and also where the complaint is against the employer himself.
Seven checks are not the whole of the Act. The inquiry machinery in Sections 9 to 13, confidentiality under Section 16 and the records that answer a Section 25 call for information sit outside this tool. The full scheme is set out on the POSH compliance page.
Yes, on both counts. The tool is free to run here, and free for any website to embed with the attribution that ships inside it. There is no registration, no charge, and no licence fee. The only condition is that the attribution line at the foot of the widget stays intact, since it is what tells a reader where the analysis comes from.
No. The tool runs entirely in the visitor’s browser. Nothing that is answered is transmitted, stored, logged or associated with a person. It sets no cookies, uses no analytics, and makes no third-party requests — the only network call is the widget document itself, served from unifiedchambers.com. That matters for a site owner embedding it: adding this widget does not add a processor to your own privacy position.
Seven obligations that are the most commonly failed in practice: whether the Internal Committee was constituted by an order in writing under Section 4(1); whether its composition satisfies all three limbs of Section 4(2), which together produce a statutory minimum of four members; whether a Committee exists at every office or administrative unit under the proviso to Section 4(1); whether both limbs of Section 19(c) have been discharged; whether the Section 19(b) display is up; and whether the Section 21 annual report and the Section 22 disclosure have been made for the last completed calendar year.
It tells them the opposite, because that is what the Act says. Section 4(1) imposes the duty to constitute on every employer of a workplace and sets no headcount threshold. The ten-worker figure appears in Section 6(1), which routes complaints to the Local Committee where an Internal Committee has not been constituted due to having less than ten workers, and also where the complaint is against the employer himself. It is a routing provision, not an exemption — and it is the single most widely repeated error about the Act.
No, and the tool says so. Seven checks are not the whole of the Act. The inquiry machinery in Sections 9 to 13, interim relief under Section 12, the confidentiality prohibition in Section 16, the compensation factors in Section 15, and the records that would answer a call for information under Section 25 all sit outside this check. A clean result means these seven common failures were not present on the answers given, nothing more.
The widget is served from our own domain, so its content stays as published and updates automatically when the law changes — which is the point. That also means the statutory wording cannot drift on a third-party site or fall out of date after an amendment. If you would like a version scoped to your sector or your own branding, write to the firm and we will discuss it.
Senior Partner, LLM, MBA (XLRI Jamshedpur). Reviewed with the advocates and associates of Unified Chambers and Associates, a partner-led practice at the Delhi High Court Complex.
Last reviewed: 26 August 2026
Provisions on this page are cited to the enacted text, not to a secondary summary.
Constituting committees across units, filling the external member seat, running both limbs of the training duty, or closing an annual report for a year that was missed — our partner-led team can take it from where it stands.
This tool and this page are general legal information about the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. They are not legal advice, and no advocate–client relationship arises from using them. Advice on any particular workplace depends on its own facts.