SHLC- Sexual Harassment Law Compliance Advisory

SHLC- Sexual Harassment Law Compliance Advisory POSH Compliance Advisory- Making Workplaces Safe

A prior consensual relationship does not simplify an Internal Committee’s job. It complicates it.Picture this scenario: ...
24/03/2026

A prior consensual relationship does not simplify an Internal Committee’s job. It complicates it.
Picture this scenario: A consensual workplace relationship ends in a complaint of sexual harassment.
Now the IC must analyse both- without presumption and without moral framing.
Does prior consent become legally irrelevant?
Is power dynamics a factor of assessment?
If one party influenced reporting lines or appraisals, does that alter the threshold?
Was the relationship disclosed under any internal policy?

If not, does that indicate a governance gap?
The Internal Committee must apply statutory standards, procedural fairness, and evidentiary discipline- even when the facts are emotionally charged.

That balancing exercise requires structured reasoning.

We work through complexities like this in the SHLC PoSH Train-the-Trainer Programme, with a focus on strengthening capacity for IC members.
9–10 April (online).

Applications close 7 April.
Submit your expression of interest here: **LINK IN BIO**

Most PoSH awareness sessions begin in a predictable way.The law is explained. The policy is outlined. The procedures are...
10/03/2026

Most PoSH awareness sessions begin in a predictable way.
The law is explained. The policy is outlined. The procedures are clear. And then the questions start.
If you conduct PoSH awareness sessions, which moment do you find hardest to navigate?

👇 Vote below.
• The room starts agreeing that women often file false complaints
• A participant insists the behaviour described “doesn’t really count” as harassment
• Someone shares a real workplace incident during the session
• Participants dismiss a scenario by saying “it was just a joke”
These are the moments when a training session shifts. The conversation moves away from slides and into real workplace attitudes.
Handling that shift thoughtfully is often the hardest part of PoSH training.

We’ll share insights from the responses later this week.

These are exactly the kinds of situations we work through in SHLC’s PoSH Train-the-Trainer Programme, designed for those who conduct workplace awareness sessions.

Applications close 7 April. To receive the detailed programme note, submit your expression of interest here: **LINK IN BIO**

You’re not far from change.You’re one conversation, one policy, one training away.With SHLC, building a safer, POSH-comp...
28/02/2026

You’re not far from change.
You’re one conversation, one policy, one training away.
With SHLC, building a safer, POSH-compliant workplace isn’t complicated, it’s intentional.

Take the step. Because prevention isn’t optional. It’s powerful!

ThisClose SexualHarassment

01/01/2026

As we step into a new year, our commitment remains the same.
Stronger compliance. Safer workplaces. Informed organisations.

The year ahead brings evolving legal expectations, sharper scrutiny, and a greater responsibility to ensure dignity, safety and accountability at work under the PoSH Act.

At SHLC, we look forward to supporting organisations with clarity, compliance and confidence through audits, training, IC support and advisory.

Here’s to a year of responsible leadership and workplaces that truly uphold the law and its spirit.

Wishing you a safe, compliant and purposeful New Year.

Before you wrap up the year, here’s an important compliance check.The POSH Annual Report submission is mandatory for org...
29/12/2025

Before you wrap up the year, here’s an important compliance check.
The POSH Annual Report submission is mandatory for organisations with 10+ employees, even if there were no complaints.
Don’t let a missed filing undo a year of responsible workplace practices.



Book your consultation today: https://calendly.com/contact-sexualharassmentlawcomplianceadvisory/15min?month=2024-11&fbclid=PAZXh0bgNhZW0CMTEAAaZz2-Ly19XYHu0sog6ULmKKVg0vIoZ-7QTnqzj1DzpnjPCJlVwmxsJo68A_aem_cHrISu1H4Fxpfs34kbOLFA

Think your workplace is compliant? Think again.With NCLT Delhi tightening PoSH enforcement, even a missing or inactive I...
22/12/2025

Think your workplace is compliant? Think again.
With NCLT Delhi tightening PoSH enforcement, even a missing or inactive IC can put you in the offender category along with hefty penalties.

Stay informed. Stay compliant.
SHLC ensures your organisation meets every PoSH requirement, protects your people, and keeps you legally safeguarded.

Book your consultation today: https://calendly.com/contact-sexualharassmentlawcomplianceadvisory/15min?month=2024-11&fbclid=PAZXh0bgNhZW0CMTEAAaZz2-Ly19XYHu0sog6ULmKKVg0vIoZ-7QTnqzj1DzpnjPCJlVwmxsJo68A_aem_cHrISu1H4Fxpfs34kbOLFA

Most organisations don’t intentionally violate PoSH ; they simply overlook the basics.Missing signatures, incomplete det...
16/12/2025

Most organisations don’t intentionally violate PoSH ; they simply overlook the basics.
Missing signatures, incomplete details, wrong submissions… small errors can lead to big compliance gaps.
Double-check your PoSH Annual Report before hitting submit. Your workplace safety depends on it.

Book your consultation today: https://calendly.com/contact-sexualharassmentlawcomplianceadvisory/15min?month=2024-11&fbclid=PAZXh0bgNhZW0CMTEAAaZz2-Ly19XYHu0sog6ULmKKVg0vIoZ-7QTnqzj1DzpnjPCJlVwmxsJo68A_aem_cHrISu1H4Fxpfs34kbOLFA

To book a PoSH compliance review for your organisation, write to [email protected]

Zero complaints do not always mean a safe workplace.A complete PoSH Annual Report helps you assess whether your organisa...
11/12/2025

Zero complaints do not always mean a safe workplace.
A complete PoSH Annual Report helps you assess whether your organisation is truly aware, trained and compliant.

Your IC’s Annual Report must clearly outline:
• Complaints received and disposed of
• Pending cases beyond 90 days
• Actions taken by the employer or District Officer
• Trainings conducted for sensitisation

This is more than a formality. It is your organisation’s accountability record under the PoSH Act.

If you want to ensure your Annual Report is accurate, compliant and audit ready, SHLC can help.

Download our guide and schedule your consultation here:
https://shlc.in/your-complete-guide-to-submitting-a-posh-annual-report/

To book a PoSH compliance review for your organisation, write to [email protected]

Are you preparing your PoSH Annual Report for this year?Most organisations underestimate what must be included, and inco...
09/12/2025

Are you preparing your PoSH Annual Report for this year?
Most organisations underestimate what must be included, and incomplete reports often lead to compliance gaps during District Officer reviews.

Your Internal Committee must report:
• Nature of action taken by the employer or District Officer
• Number of complaints received
• Number of complaints disposed of
• Cases pending for more than 90 days
• Number of trainings conducted for sensitisation

The Annual Report is not just a statutory requirement. It is an accountability document that reflects your organisation’s commitment to a safe and respectful workplace.

If you need guidance on drafting or reviewing your PoSH Annual Report, SHLC can support you with audits, documentation and IC training.

Read our detailed guide on the PoSH Annual Report here: https://shlc.in/your-complete-guide-to-submitting-a-posh-annual-report/

To schedule a consultation, write to [email protected] or visit www.shlc.in

A recent case involving a mid-sized organisation highlights why the timely filing of the PoSH Annual Report is essential...
03/12/2025

A recent case involving a mid-sized organisation highlights why the timely filing of the PoSH Annual Report is essential.
The employer missed the submission deadline, and during inspection, the District Officer found gaps in documentation and a non-functional IC. This resulted in a financial penalty and reputational damage that could have been avoided with timely compliance.

The PoSH Annual Report is not a formality. It is a legal requirement that demonstrates an organisation’s commitment to a safe and accountable workplace.
If your organisation needs support in preparing or reviewing its Annual Report, SHLC can assist with audits, documentation, IC training and end-to-end compliance.

Book your consultation today: https://calendly.com/contact-sexualharassmentlawcomplianceadvisory/15min?month=2024-11&fbclid=PAZXh0bgNhZW0CMTEAAaZz2-Ly19XYHu0sog6ULmKKVg0vIoZ-7QTnqzj1DzpnjPCJlVwmxsJo68A_aem_cHrISu1H4Fxpfs34kbOLFA

Connect with SHLC (Sexual Harassment Law Compliance) at www.shlc.in or write to us at [email protected]

Address

S-449 Lower Ground Floor, Greater Kailash/Part 1
Delhi
110048

Telephone

+919625392040

Website

Alerts

Be the first to know and let us send you an email when SHLC- Sexual Harassment Law Compliance Advisory posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to SHLC- Sexual Harassment Law Compliance Advisory:

Shortcuts

Share