POSH compliance with a psychologist on your committee
If you have 10 or more employees, the law says you need an Internal Committee. It must include an external member. Dr. Priya Dubey Sharma fills that seat. We also set up your policy and committee, and give your committee a private online portal for complaints.
From ₹22,499 a year · about ₹62 a day · setup included · prices exclusive of GST (see pricing)
The core of POSH compliance, in one plan.
One yearly plan covers your external member, your documents and your committee’s portal. The Act also asks for awareness sessions at regular intervals (Section 19(c)). Run them yourself, or add our training.
- Dr. Priya Dubey Sharma as the external member on your Internal Committee. She takes part in every inquiry.
- Your POSH policy, committee order and appointment letters, drafted for your company.
- A check of your committee against the Act: four or more members, half of them women, a woman Presiding Officer.
- A private complaint link and QR code for each office, plus 10 awareness posters in English and Hindi.
- A private portal for your committee, with a login for each member and the legal deadlines on every case.
- A compliance calendar with email reminders, and a log of your quarterly committee meetings.
- Your Section 21 annual report, made from your records, and step-by-step SHe-Box help.
- A dated compliance-status certificate and an audit pack for each office. Board’s Report POSH disclosure text for your CA or CS, and an 11-format inquiry kit for your committee. These are records issued by Manas, not a government certificate.
- A compliance badge for your website and office, linked to a live check of your status.
Setup is included. No setup fee · one account for all your offices · see prices
Manas is not a law firm and does not give legal advice. We work alongside your legal counsel. Our documents are for your company to review, with your counsel where you need advice.
Credentials you can check.
Manas is a Udyam-registered MSME (UDYAM-MP-10-0120839). Manas 365 Mindtech Private Limited and its Co-Founder & CEO, Manu Anirudh Sharma, are members of Laghu Udyog Bharati, Bhopal unit.
Is your Internal Committee valid?
Answer a few yes-or-no questions based on Sections 4, 19, 21 and 22 of the Act. You see your score and the gaps at once, with no sign-up. Leave your email if you want the full PDF report with what to fix.
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General information based on your answers, not legal advice. Manas is not a law firm.
From sign-up to a properly set-up committee, online.
Do it yourself on the portal, or message us on WhatsApp and we will do it with you.
Register your company
Create an account. Add your company and your headcount. It takes a few minutes.
Activate your plan
Pay online through Razorpay, or tap Request activation and we will contact you. Dr. Priya joins your committee once your plan is active.
Add your committee
Enter your Presiding Officer and employee members. The portal checks them against the Act and shows what is missing.
Print, post and register
Print your policy, committee order, letters and posters. Share the complaint link. Register on SHe-Box with our guide.
Until your plan is active, documents are watermarked drafts. Signed documents, such as Dr. Priya’s nomination letter and your certificate, are issued once it is active.
One annual plan, priced by team size.
Count all your employees across all offices. Include contract staff, trainees and interns. One account covers every location. Setup is included; there is no setup fee.
Every plan includes
- Everything under What you get, for every office
- Dr. Priya attends the hearings and deliberations of every inquiry your committee holds, as a committee member, by video or in person by arrangement
- Her signed nomination letter, once your plan is active
Optional add-ons
- Awareness training: ₹6,999 per online session (60–90 minutes), for employees, managers or your committee. You can also run your own sessions.
- On-site training: ₹15,000 per day, plus travel and stay at actual cost.
- Managed Inquiry: ₹18,000 per case. We handle the case paperwork for your committee: notices, scheduling, hearing records and a draft report. The committee still decides. How inquiries work
Fees are fixed in advance. They never depend on how a case ends. Pay online through Razorpay, or request activation and pay us directly.
Prices are exclusive of GST. Terms are in the service agreement we share before payment. 14-day money-back: if you change your mind within 14 days of paying, we refund the plan fee in full, as long as no signed documents have been issued yet. After that, cancel any time: the renewal stops, and the year already paid is not refunded (refund and cancellation policy). Need it on paper for finance? Email me a quotation.
POSH compliance in 60 seconds.
The law in seven lines, each linked to the section it comes from.
| What is it? | India’s Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013: the POSH Act. Employers must prevent sexual harassment of women at work and run a set process for complaints. In force since 9 December 2013.Source: POSH Act, full text ↗ · India Code ↗ |
|---|---|
| Who must comply? | Every employer with 10 or more employees must set up an Internal Committee. “Employee” includes contract workers, probationers, trainees and apprentices, paid or unpaid.Source: Sections 2(f), 4 & 6 ↗ |
| Who sits on the committee? | A senior woman employee as Presiding Officer, at least two employee members, and one external member. The external member comes from an NGO, or is a person familiar with sexual harassment issues. At least half must be women.Source: Section 4(2) ↗ |
| What else must you do? | Display the penalties and the committee order at work. Run awareness sessions at regular intervals. Prepare an annual report.Source: Sections 19, 21 & 22 ↗ |
| Key deadlines | Complaint: within 3 months of the incident. The committee can extend this by up to 3 more months, with written reasons. Inquiry: within 90 days. Findings: within 10 days after the inquiry. Employer action: within 60 days of the report. Annual report: every calendar year.Source: Sections 9, 11(4), 13 & 21 ↗ |
| Penalty | A fine of up to ₹50,000. On a repeat conviction, up to twice that, and your license or registration can be canceled or not renewed.Source: Section 26 ↗ |
| Where do complaints go? | To your Internal Committee. If you have none, or the complaint is against the employer, to the district’s Local Committee. Any woman can also file online on the government’s SHe-Box portal.Source: Sections 6(1) & 9(1) ↗ · PIB ↗ |
· Legal statements on this page link to their sources · General information, not legal advice. Manas is not a law firm.
Is the ₹50,000 fine the only cost?
The fine is what the Act prints. When a complaint arrives and the committee is missing or built wrong, it can cost far more.
Up to ₹50,000
For not setting up a committee, not acting on its findings, not reporting cases, or breaking other rules of the Act. A repeat conviction can bring up to twice the fine and cost you your license or registration.
Source: Section 26, POSH Act ↗
₹25 lakh
An Indore hospital had no committee. A senior manager’s complaint went to the district’s Local Complaints Committee, which upheld it. The High Court held her entitled to ₹25 lakh.
Read the caseA committee built wrong
A bank’s “independent” member was an advocate on the bank’s own panel. The Supreme Court called it “a fundamental defect in the constitution of the ICC”.
Read the caseChecks are stepping up. In Aureliano Fernandes v. State of Goa, the Supreme Court told District Officers to survey workplaces for Internal Committees and put the details on SHe-Box, where any woman can now file a complaint online.
Source: Government of India (PIB), Feb 2026 ↗ · SHe-Box overview (PIB) ↗
Read the law yourself: The Act (India Code) · The Act as published in the Gazette · Full text (Indian Kanoon) · POSH Rules, 2013 · SHe-Box portal
Are small teams exposed too?
Many small companies first hear of POSH on the day a complaint arrives. By then, the law has already decided what you should have had in place.
“We are too small for this.”
Ten is the line, and the count is wide. It includes temporary, daily-wage and contract staff, probationers, trainees and apprentices, paid or unpaid. A 15–20 person team is already past it.
Source: Sections 2(f) & 4 ↗
“Nobody has ever complained.”
The committee has to exist before any complaint. Without one, a complaint goes to the district’s Local Committee: outsiders, not your people. That is how the 2019 Indore case was heard.
Source: Sections 6(1) & 9(1) ↗
“HR will handle it quietly.”
The legal process starts with a written complaint to the committee. A quiet word with HR does not replace it. In the Indore case, her requests for help “fell on deaf ears”.
Source: Section 9(1) ↗ · MP High Court judgment ↗
“Nobody checks private companies.”
Every employer must report its number of cases each year. Skipping that is itself punishable under Section 26. The Supreme Court has also ordered district surveys.
Source: Sections 22 & 26(1)(b) ↗
Private limited company? If you are not a “small company”, your Board’s Report must also confirm your Internal Committee and state your case numbers. Leaving it out can cost ₹3 lakh for the company and ₹50,000 for each officer in default. Read the full answer · Source: Companies Act s.134(8) ↗ · G.S.R. 357(E), 2025 ↗
Paying ESIC or EPF? ESIC starts at 10 employees, the same line as POSH. POSH for MSMEs and factories
For teams of up to 30, the external member, your policy, committee set-up, your portal, the posters, SHe-Box help and your annual report come to ₹22,499 a year, about ₹62 a day.
How does an inquiry work with Manas?
By law, your Internal Committee hears the complaint and decides it. Dr. Priya is a full member of that committee, so she takes part in every inquiry. Manas can also take the paperwork off your committee’s hands.
The complaint comes in
Through your private complaint link, or on paper. Your committee and Dr. Priya are alerted. The legal deadlines start on the case.
Settlement, if she asks
Before an inquiry, the woman who complained can ask for conciliation. Money cannot be the basis of a settlement (Section 10).
The committee hears both sides
The committee hears the complainant, the respondent and any witnesses. At least three members sit, including the Presiding Officer. Dr. Priya attends every hearing and deliberation.
Findings and action
The inquiry must finish within 90 days. Findings follow within 10 days. The employer acts on them within 60 days (Sections 11 and 13).
Included in every plan
Dr. Priya takes part in the hearings and deliberations of every inquiry, as a committee member, by video or in person by arrangement. Your portal tracks the deadlines. Your committee handles its own notices, scheduling and records.
Managed Inquiry · ₹18,000 per case
We run the paperwork for your committee’s inquiry from start to finish: notices, schedules, hearing records, the evidence file and a draft report. Your committee, including Dr. Priya, still hears the parties and makes the findings, as the law requires.
Source: Sections 10, 11 & 13, POSH Act ↗ · Rule 7, POSH Rules 2013 ↗
Not a folder of PDFs. A system you can run.
Each person sees only what their role needs. Your employees get a safe way to complain, your committee gets the case, and you get the compliance status.
A private way to complain
Each office gets its own complaint link and QR code. The form explains her rights first, including protection from retaliation and the women’s helpline 181. It works in English and Hindi. She gets a tracking code to check her case status online.
A login for every member
You invite each committee member by email. They see only the cases of their own committee. Remove someone and their access ends at once.
The case in one place
Hearings, statements, evidence and interim relief sit on one timeline. Case files are private. Only the committee and Manas can download them.
The statutory clock on every case
The 90-day inquiry limit and the report and action dates are tracked, with reminder emails and a flag on anything overdue. We also aim to acknowledge within 48 hours (our service standard, not a legal deadline).
Status, not complaint details
Owners and HR see that a case exists, its status and its deadlines. They do not see what it says or who filed it, unless they sit on the committee.
A committee check that means it
The portal checks your committee against the Act and tells you what to fix.
A compliance badge that stays true
Show clients, candidates and investors that your committee is in place. Put the badge on your website and print one for your office. It links to a live page that shows whether your status is current today, so it can’t go stale. Available once your plan is active and your committee is valid.
Your POSH paperwork, generated
Policy, committee order, appointment letters, Dr. Priya’s signed nomination letter, a Hindi and English display notice, a SHe-Box guide and your Section 21 annual report.
Certificate and audit pack
A dated compliance-status certificate and a one-click audit pack for each office. Every tick comes from your real records, so gaps show too. Issued documents are frozen and carry a link to check them. It is not a government certificate or a legal opinion.
Training records
Log each awareness session and who attended. Attendees get certificates, and your annual report counts the real sessions.
Calendar and meeting log
Your annual report, committee term and yearly training are tracked with reminders. Quarterly meetings are logged.
What does your committee actually work in?
Screens from the live portal, shown with a demo company. Every client gets the same tools for every office.
See what the free check produces: sample committee check report (PDF, demo company)
Built around Section 16.
The POSH Act says a complaint, and the names of everyone in it, must stay confidential. We built the portal around that rule.
Complaint details stay with the committee
Only your committee, your external member and the Manas team that supports them can open a case. Owners and HR outside the committee see status and deadlines only.
Alerts go to the right people
A new complaint alerts your committee, Dr. Priya and Manas, not the owner’s account. Alert emails carry no complaint details.
A record of who looked
Every case view, download and action is logged. The log is chained, so later edits can be detected. We email Manas and your external member whenever committee access changes.
No advertising trackers
The complaint form, case pages and portal carry no advertising or analytics trackers, and are hidden from search engines.
Signed documents are protected
Dr. Priya’s signature is not published on the web. Signed documents go only to active accounts.
Secure connections, safe payments
Every page uses HTTPS. Razorpay handles payments, so card and UPI details never reach our servers.
We describe only what the portal does today. We hold no security certification and do not claim one. Most duties under the Digital Personal Data Protection Act, 2023 apply from 13 May 2027. Read our POSH Trust & Privacy page
Many providers send a lawyer. We send a psychologist.
Reporting harassment takes courage. The person is trusting a stranger with something painful. A psychologist holds that moment with care and helps your committee run a fair, lawful inquiry. We work alongside your legal counsel, not instead of them.
Trained to listen
Eighteen years of hearing difficult disclosures with care, so people feel safe enough to speak.
Rigorous and lawful
A doctorate in organizational psychology, and a process built to stand up to scrutiny.
The right standing
Familiar with issues relating to sexual harassment, and empaneled through a registered NGO: the two routes Section 4(2)(c) recognizes.
Beyond a POSH policy: experience with the UN’s safeguarding standard.
From 2021 to 2022, Dr. Priya was Programme Officer and Programme In-Charge of the Umang Kishore Helpline. It was the UNFPA and Government of Madhya Pradesh adolescent mental-health program, run across the state.
There she wrote the program’s PSEA framework (Protection from Sexual Exploitation and Abuse). PSEA is the UN’s gender-neutral safeguarding standard, and it is broader than POSH, which protects women at the workplace. Your POSH policy draws on that wider experience.
In 2026 she completed UNICEF’s course on Prevention of Sexual Exploitation and Abuse (PSEA) and its facilitator training for classroom and virtual sessions, on UNICEF’s Agora learning platform, along with the National Productivity Council’s e-learning module on Prevention of Sexual Harassment at Workplace (POSH).
Dr. Priya Dubey Sharma
“Manas set up our Internal Committee and gave us one place to run it. Having a psychologist as our external member changed how seriously our people take the process.”
When POSH went wrong, this is what followed.
Real decisions, summarized in our own words, each with a link to the source.
No committee: ₹50,000 penalty and ₹25 lakh compensation
A senior manager at a private hospital complained of sexual harassment by a senior officer. The judgment records that her requests for help, up to the managing director, “fell on deaf ears”. She was terminated while the inquiry was pending. With no Internal Committee in place, the district’s Local Complaints Committee heard the case and upheld her complaint. The High Court upheld those findings and modified the relief. It directed the hospital to pay the ₹50,000 penalty for the “non-existence of internal complaints committee at the relevant point of time”. It held her entitled to ₹25 lakh for pain and suffering, loss of reputation, emotional distress and eighteen months’ lost salary.
Global Health Pvt. Ltd. v. Local Complaints Committee, District Indore (W.P. 22314/2017)An “independent” member from the employer’s own panel
A bank officer in Indore reported irregularities and alleged sexual harassment by a senior officer. She was then transferred to a distant rural branch. The committee’s “independent” member was an advocate on the bank’s own panel, and she stayed on after the committee was reconstituted. The Court called this “a fundamental defect in the constitution of the ICC”. It held the transfer “an act of unfair treatment”, “vitiated by mala fides”. It directed that she be reposted to Indore as a Scale IV officer for one year, and awarded her ₹50,000 in costs.
Punjab & Sind Bank v. Durgesh KuwarOne missing line in the Board’s Report: ₹9 lakh
A public company’s Board’s Reports for 2018–19 and 2019–20 left out the POSH Internal Committee statement. It argued it had fewer than ten employees in each establishment and no complaints. The ROC still imposed ₹3 lakh on the company and ₹50,000 each on its MD, CFO and Company Secretary, for each of the two years. A later appeal to the Regional Director reportedly reduced the penalties. This rule applies to companies that are not “small companies”.
The order, reproducedSource: Appeal report ↗
These summaries are simplified and written in our own words; quoted phrases are from the judgments and orders linked. They are general information, not legal advice. For advice on your situation, speak to a lawyer.
Guides for your kind of workplace
Bhopal and Madhya Pradesh
Who must comply in MP, the district Local Committee, and four MP High Court POSH rulings.
MSMEs and factories
Contract labor, several units, shifts, and how POSH lines up with EPF and ESIC.
Startups and IT companies
Interns, remote teams, investor due diligence and the 2025 Board’s Report rule.
Employer compliance checklist
EPF, ESIC, POSH, gratuity, bonus and more, with the headcount for each.
POSH by industry
Hospitals, schools, shops, hotels, construction, NGOs and professional firms.
What do buyers ask about POSH compliance?
The questions buyers ask most. For the law, complaints, penalties and filings, see 62 answers on our POSH FAQ page.
मनस् POSH अनुपालन: संक्षेप में
अगर आपके कार्यस्थल पर 10 या उससे अधिक कर्मचारी हैं, तो POSH अधिनियम, 2013 के तहत आपको एक आंतरिक समिति (Internal Committee) बनानी होती है, जिसमें एक बाहरी सदस्य होना ज़रूरी है।
डॉ. प्रिया दुबे शर्मा आपकी समिति में बाहरी सदस्य के रूप में जुड़ती हैं और हर जाँच की सुनवाई और विचार-विमर्श में समिति सदस्य के रूप में भाग लेती हैं।
शुल्क 30 कर्मचारियों तक ₹22,499 प्रति वर्ष से शुरू होता है। सेटअप शामिल है। कीमतों में GST शामिल नहीं है।
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