Madhya Pradesh High Court Clarifies Conciliation is Mandatory Under POSH Act Before Formal Inquiry

In a significant judgment reinforcing the principles of fairness and restorative justice under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act), the Madhya Pradesh High Court in the case of Dr. Kali Charan Sabat vs. Union of India & Others (W.P. No. 10021/2024) has held that conciliation under Section 10 of the Act is mandatory before an Internal Committee (IC) proceeds with a formal inquiry, provided the complainant is open to conciliation.

The case arose when Dr. Kali Charan Sabat challenged the initiation of an inquiry by the Internal Committee without being given the opportunity for conciliation as envisaged under the POSH Act. The petitioner argued that Section 10 of the Act provides for a mechanism where, upon receipt of a complaint, the IC must offer conciliation to the aggrieved woman before resorting to a full-fledged inquiry. The failure to follow this mandatory step, according to the petitioner, was a violation of the statutory procedure.

The Court carefully examined the legislative intent behind the POSH Act, which aims not only to provide protection against sexual harassment but also to ensure that redressal mechanisms are sensitive, non-adversarial, and conducive to maintaining workplace harmony. The judges noted that Section 10 explicitly provides for the possibility of conciliation and that this process is not merely optional but a preliminary mandatory step, provided the complainant consents to it.

The Court further highlighted that conciliation under the POSH Act serves as an important tool for early resolution of workplace disputes, especially in cases where the complainant seeks an amicable settlement or wishes to avoid the trauma of a formal inquiry. It was observed that the IC must inform the aggrieved woman of this right at the outset, and only upon her refusal or upon failure of conciliation should the formal inquiry commence under Section 11.

Importantly, the judgment underscores that conciliation cannot result in a monetary settlement but must focus on behavioral commitments, apologies, or other mutually agreeable terms that help rebuild trust and maintain dignity at the workplace. The Court warned that bypassing this essential step not only undermines the letter of the law but also risks causing unnecessary emotional distress to the parties involved.

This ruling has significant implications for employers, Internal Committees, and HR professionals. Organizations must ensure that their POSH policies and IC members are fully aware of this legal requirement. Failure to offer conciliation where appropriate could render inquiry proceedings invalid and expose the organization to legal challenges.

In conclusion, the Madhya Pradesh High Court's decision in Dr. Kali Charan Sabat case strengthens the protective framework of the POSH Act by reaffirming that conciliation is a fundamental part of the process, not an optional step. This judgment emphasizes the importance of balancing justice with sensitivity, offering a pathway for early resolution while preserving the right to a formal inquiry when needed.