Step-by-Step POSH IC Setup and Consultation Checklist for HR Teams
Creating a safe workplace is very important. Every employee should feel protected, respected, and comfortable. To make this possible, companies must follow the POSH Act (Prevention of Sexual Harassment Act). One of the most important parts of this law is having an Internal Committee (IC). This committee helps employees report problems and makes sure everyone is treated fairly.
In this blog, we will learn, in a simple and easy way, how HR teams can set up this committee step by step. We will also understand how the POSH IC setup and consultation helps companies stay compliant and safe.
1. Understand What POSH IC Means
Before starting anything, HR teams must understand what an Internal Committee is.
It is a group of people inside the company who listen to complaints of sexual harassment. They make sure the complaint is handled properly, on time, and with fairness.
The IC must have:
A Presiding Officer (a senior woman employee)
At least two employees who understand legal rules or social issues
One external member from an NGO or someone who works on women’s rights
The external member is very important because they bring fairness and experience.
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2. Start by Choosing the Right Members
The next step in your POSH IC setup and consultation plan is selecting the correct members. This is important because IC members must be responsible, trustworthy, and trained.
Things to remember:
At least 50% members should be women
Members should have clean records
Choose people who can listen without judgment
HR should talk to the selected members and explain their roles.
👉 Need expert guidance for choosing IC members?
3. Give Proper Training to the IC Members
Once the committee is formed, training is the next big step.
Training should include:
What counts as sexual harassment
How to handle a complaint
How to write reports
How to keep matters confidential
Training ensures that every member knows what to do and how to do it the right way. This is where POSH IC setup and consultation experts can help the most because they provide simple, clear guidance.
👉 Get expert POSH training from:
NextGen Pathways POSH Experts
4. Make a Clear POSH Policy for Your Company
HR teams must create a strong and simple POSH policy. This policy should say:
What is sexual harassment
How to file a complaint
How long will the enquiry take
What actions can be taken
The policy should be easy to read and shared with all employees. You can email it, put it on notice boards, or announce it during meetings.
5. Create Safe Ways for Employees to Report Complaints
Employees should feel safe when they want to report something.
You can create:
A special POSH email
A complaint box
A hotline or phone number
An online form
The easier it is to complain, the safer employees will feel.
6. Conduct Regular Awareness Sessions
HR must conduct sessions every year to teach employees about:
What is acceptable behaviour
How to respect boundaries
How to support colleagues
How to report complaints
These sessions help build a healthy work culture.
7. Keep Records and Reports Properly
The IC has to keep all files safe and confidential. They should maintain reports, enquiry details, meeting minutes, and training records. At the end of the year, they must prepare an Annual POSH Report.
8. Take Help From Experts When Needed
Sometimes, HR teams may feel confused. That is when POSH IC setup and consultation services become very useful. Experts guide HR in forming the IC, training members, creating policies, and staying compliant with the law.
👉 For full POSH IC setup & consultation support:
NextGen Pathways – POSH Services
Conclusion
Setting up a POSH Internal Committee becomes simple when HR teams follow each step with care. With the right people, clear policies, proper training, and expert guidance, any workplace can become safer and more respectful for everyone. HR plays the most important role in building this culture.
If you need professional help with POSH IC setup and consultation, NextGen Pathways can guide you with complete support from IC formation to training, policy creation, and compliance.
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