Business
Posh policy Format & Template
Posh policy is a guided template for recording relevant details and terms in writing. Review the document-specific execution and legal requirements before relying on a final PDF.
No signup needed to fill and preview your draft.
What you can set in this draft
- Policy scope and applicability
- Risk and compliance sections
- Governance and enforcement clauses
- Review-ready structured language
- PDF checkout output
About this Posh policy
A POSH policy is an internal workplace policy designed to prevent, prohibit, and redress sexual harassment at work. In India, it is a key compliance document under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Employers across startups, corporates, NGOs, factories, schools, hospitals, and professional firms use it to communicate their commitment to a safe and respectful working environment.
The policy usually explains what conduct may amount to sexual harassment, who is protected, what counts as a workplace, and how a complaint may be made and handled. It also describes the role of the Internal Committee, inquiry timelines, confidentiality expectations, interim measures, and the possible consequences of misconduct. A good policy is not written only for statutory formality; it is also meant to guide managers, employees, trainees, interns, consultants, and visitors on expected standards of behaviour.
In practical workplace terms, a POSH policy helps people understand that concerns will be taken seriously and processed through a defined mechanism rather than informally ignored. For employers, it is an important governance tool because inconsistent or unclear handling of complaints can create legal exposure, reputational harm, and internal mistrust. The policy is often used together with committee constitution documents, awareness training, and annual reporting practices.
Indian employers increasingly operate in hybrid, remote, field-based, and vendor-linked environments, so the policy should reflect modern workplace realities. It should be clear, accessible, and consistent with actual internal procedures. A carefully drafted POSH policy supports both compliance and culture by setting expectations before problems arise and by giving a credible response framework if they do.
Your next step
Start the guided draft
- 1. Answer the guided questions.
- 2. Review the watermarked draft.
- 3. See available checkout and signing options.
- Format
- Signing
- Not required
Template teaser preview
Watermarked template teaser only. It is not your completed document or saved draft.
Loading template teaser preview...
Advantages of using this posh policy
- Helps meet statutory workplace compliance requirements in India
- Explains complaint handling and inquiry procedures clearly
- Supports a respectful and safer work environment
- Guides managers and employees on prohibited conduct
- Reduces uncertainty in handling sensitive complaints
- Demonstrates organisational commitment to dignity and non-retaliation
What this document covers
- Set out the employer's zero-tolerance statement and scope of coverage across employees and associated persons
- Define sexual harassment, workplace, aggrieved person, respondent, and related policy terms
- Describe how complaints are submitted, acknowledged, and examined by the Internal Committee
- Include inquiry timelines, hearing principles, confidentiality expectations, and interim relief options
- Explain possible recommendations, disciplinary action, and follow-up measures after the inquiry
- Add protections against victimisation, retaliation, and malicious complaints while keeping the tone balanced
- State how employees can access the policy and where complaints should be directed
- Review the policy periodically along with training and committee compliance
Applicable laws
The central law is the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 together with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013. Employers may also need to keep in mind service rules, standing orders where applicable, and broader workplace governance obligations under labour laws. The policy should align with the employer's actual Internal Committee constitution and complaint handling process. A POSH policy is ordinarily an internal policy document and does not typically require stamping, notarisation, or registration. What matters more is proper adoption, circulation, training, display of statutory notices where required, committee constitution, and implementation in day-to-day practice.
This policy should be reviewed whenever the organisation's structure, complaint channels, or Internal Committee composition changes, and regular awareness training greatly improves effectiveness.
Frequently asked questions
What is a Posh policy used for?
A POSH policy is an internal workplace policy designed to prevent, prohibit, and redress sexual harassment at work. In India, it is a key compliance document under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Employers across startups, corporates, NGOs, factories, schools, hospitals, and professional firms use it to communicate their commitment to a safe and respectful working environment.
What does a Posh policy typically cover?
A Posh policy typically covers Set out the employer's zero-tolerance statement and scope of coverage across employees and associated persons, Define sexual harassment, workplace, aggrieved person, respondent, and related policy terms, Describe how complaints are submitted, acknowledged, and examined by the Internal Committee, Include inquiry timelines, hearing principles, confidentiality expectations, and interim relief options, Explain possible recommendations, disciplinary action, and follow-up measures after the inquiry, Add protections against victimisation, retaliation, and malicious complaints while keeping the tone balanced, State how employees can access the policy and where complaints should be directed, and Review the policy periodically along with training and committee compliance.
What formalities apply to a Posh policy?
The central law is the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 together with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013. Employers may also need to keep in mind service rules, standing orders where applicable, and broader workplace governance obligations under labour laws. The policy should align with the employer's actual Internal Committee constitution and complaint handling process. A POSH policy is ordinarily an internal policy document and does not typically require stamping, notarisation, or registration. What matters more is proper adoption, circulation, training, display of statutory notices where required, committee constitution, and implementation in day-to-day practice.
How long does a Posh policy take to complete?
The guided draft is estimated to take Time varies. Allow additional time to review the completed document and confirm any execution formalities.