A significant regulatory development has emerged concerning workplace compliance obligations in the State of Maharashtra.
As reported by The Free Press Journal, the Maharashtra State Commission for Women has issued directions to all divisional commissioners and district collectors to undertake a special compliance audit within a period of 30 days. The audit will cover government, semi-government, and private establishments operating within the state.
The objective of the exercise is to examine the effective implementation and enforcement of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (PoSH Act) and the rules framed thereunder.
Key Compliance Parameters Likely to be Examined
In light of the directive, organizations may consider reviewing their compliance framework under the PoSH Act, particularly with respect to the following statutory requirements:
• Constitution of the Internal Committee (IC) in accordance with the composition prescribed under the Act
• Issuance of formal appointment orders and adherence to the prescribed tenure of IC members
• Appointment of an external member from a recognized non-governmental organization or association committed to women’s welfare
• Maintenance of records relating to complaints, inquiry proceedings, findings, and action taken
• Preparation and submission of the Annual Report in accordance with the statutory mandate
• Conduct of periodic employee awareness programmes and training sessions for IC members
• Display of notices at conspicuous places within the workplace detailing the consequences of sexual harassment and information regarding the Internal Committee
Compliance Implications for Organizations
Given the increasing emphasis on regulatory oversight, compliance under the PoSH Act should be regarded not merely as a procedural requirement but as an integral component of corporate governance and workplace risk management.
Organizations may therefore consider undertaking a comprehensive internal PoSH compliance review or audit to assess the adequacy of their policies, committee constitution, documentation practices, training initiatives, and reporting mechanisms.
A proactive compliance approach will not only mitigate potential regulatory exposure but also contribute to fostering a safe, respectful, and inclusive workplace environment, thereby strengthening institutional integrity and employee confidence.
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