The Prevention of Sexual Harassment (POSH) Act, 2013 mandates that organizations establish an Internal Committee (IC) to address and investigate sexual harassment complaints. To ensure impartiality and fairness in these sensitive cases, it is crucial that the IC operates free from conflicts of interest. When conflicts arise…

In the recent past, one of the key proposed amendments to the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (PoSH Act) is the removal of Section 10, which currently allows conciliation between the complainant and the accused before initiating a formal inquiry. This amendment…

A robust POSH framework creates a psychologically safe workplace, which is the foundation of a strong mental wellbeing support. When employees know they are protected from harassment, discrimination, and bias, they feel respected, valued, and empowered to bring their whole selves to work.

Instances of harassment lead to emotional…

As the gig economy grows and evolves, so must the legal framework that governs it. With more people participating in non-traditional work arrangements, companies need to recognize their responsibility in safeguarding both workers and consumers. The recent Karnataka High Court ruling is crucial because it acknowledges that…

Imagine a workplace where ideas flow like a boundless river, where employees feel empowered to take risks, voicing unconventional thoughts, and even admitting mistakes. What’s the secret sauce behind this thriving culture? The answer lies in cultivating a fundamental human need: psychological safety.

When employees feel safe from judgment and…

In the modern workplace, issues related to sexual harassment have gained increasing attention, prompting organizations and individuals alike to take proactive measures in addressing these concerns. However, while legal frameworks…