Posh Law - Submitting the POSH Report with Accountability

Posh Law - From Committee to Company

The inquiry process under the POSH Act, 2013 culminates in a written report by the Internal Committee (IC). Once the inquiry is complete and findings are recorded, the IC is duty-bound to formally submit its report to the employer and the concerned authorities. Step 8 Submission of Report is not just an administrative formality, but the bridge between investigation and corrective action. It ensures accountability, transparency, and compliance with the law.

1. Legal Timeline for Report Submission

The POSH Act mandates that the IC submit its inquiry report within 10 days of completing the investigation. This prevents unnecessary delays and ensures timely follow-up action by the employer.

2. Who Receives the Report?

The final inquiry report must be submitted to:

  • The Employer: For workplace-level action, including disciplinary measures or organizational policy interventions.
  • The District Officer (DO): As part of statutory reporting requirements under POSH.

This dual submission ensures that the matter is addressed internally and remains under external oversight.

3. Contents of the Report

A well-structured POSH inquiry report typically includes:

  • Details of the complaint (date, parties, allegations).
  • Inquiry process followed (hearings conducted, evidence reviewed).
  • Findings (whether allegations were proved, partly proved, or not proved).
  • Recommendations (disciplinary action, counseling, or dismissal of complaint).
  • Interim measures taken (if any, during the inquiry).
  • Timelines adhered to (ensuring compliance with statutory deadlines).
  • The report must be signed by all IC members to reflect collective responsibility.

4. Employer’s Responsibility Post-Submission

Upon receiving the IC’s report, the employer must:

  • Act on the recommendations within 60 days.
  • Implement disciplinary measures if harassment is proved (ranging from warnings to termination).
  • If allegations are not proved, ensure no retaliation occurs against the complainant.
  • Maintain strict confidentiality of the report and outcomes.
  • Failure to act promptly may expose the employer to legal liability.

5. Why Step 8 Matters

Submission of the IC’s report is more than compliance it is the turning point where justice moves from recommendation to action. Its importance lies in:

  • Ensuring accountability: The IC is answerable to both employer and authorities.
  • Maintaining transparency: Proper documentation protects the organization in case of appeals or legal scrutiny.
  • Building trust: Employees see that the system is not closed-loop but subject to external checks.
  • Triggering closure: The report allows the employer to finalize action and close the case.

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