Sexual harassment of an individual in the workplace is a grave concern to humanity. It may involve unwanted advances. Some other forms of harassment, both verbal and physical. It fundamentally violates an individual’s dignity, rights, and well-being. Sexual harassment creates an environment of fear and discomfort in the workplace. It hinders professional growth and diminishes productivity.

The PoSH Act 2013 was designed to combat these challenges. It provides a comprehensive framework to prevent and redress instances of sexual harassment. The Ministry of Women and Child Development

passed the Sexual Harassment of Women at Workplace Act 2013 (“PoSH Act”). It included three main elements. These are Prevention, Prohibition, and Redressal. Thus, the PoSH full form is “Prevention of Sexual Harassment”.

This article explores the PoSH Act 2013. Its provisions, employer obligations, benefits of compliance, implementation strategies, and enforcement challenges.

Understanding Provisions Of The PoSH Act 2013
The PoSH Act was enacted to protect women from sexual harassment in the workplace. Employers must offer female employees a secure and safe work environment.

The PoSH (Prevention of Sexual Harassment) Act 2013 has several key provisions. These provisions address workplace sexual harassment:

Obligations of Employers under the Act
Rights of Victims of Sexual Harassment
Penalties for Non-compliance with the Act