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This Women’s Day message is not full of oft-repeated jargon. It’s a deep meaning message for the betterment of a wholesome and holistic society through empowerment of working women.

What We Offer

Understand the POSH Act and draft your customized policy to create a safe and secure workplace for all employees.
A comprehensive guide to set up the IC as per the statute which is the ideal and customised fit for your organization.
A comprehensive guide to set up the IC as per the statute which is the ideal and customised fit for your organization.
We shall conduct offline and onlinetrainings by way of employee gender sensitization and POSH trainings as well as IC trainings from a POSH perspective.
The Internal Complaints Committee is required to prepare for each calendar year, an annual report and submit the same to the employer and the District Officer.
Many employees are not aware of the fundamental definition of sexual harassment, and every employee needs to understand this Act and the organisational policy.

POSH Awareness


As per the POSH Act, ‘sexual harassment’ includes unwelcome sexual behaviour, whether directly or by implication, such as (i) physical contact and advances, (ii) demand or request for sexual favours, (iii) making sexually coloured remarks, (iv) showing pornography, or (v) any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

The following circumstances, among other circumstances, if they occur or are present in relation to or connected with any act or behaviour of sexual harassment may amount to sexual harassment:

  • implied or explicit promise of preferential treatment in employment.
  • Implied or explicit threat of detrimental treatment in employment.
  • Implied or explicit threat about present or future employment status.
  • Interference with work or creating an intimidating or offensive or hostile work environment.
  • Humiliating treatment likely to affect the lady employee’s health or safety.

The definition is wide enough to cover both direct or implied sexual conduct which may involve physical, verbal or even written conduct.The key distinguishing feature  which qualifies behaviour as harassment is that it was conduct which was unwelcome and unwanted for the recipient.

Harassment may be broadly classified into Quid Pro Quo or Hostile workplaces.

  • Quid Pro Quo sexual harassment can be comprehended as harassment which is ‘this for that’. In a typical situation of quid pro quo harassment, the respondent being a person in power, pressurizes the woman employee (usually a subordinate) for sexual favours in exchange for advancement in the workplace or threat of adverse employment action.
  • The definition which includes ‘intimidating, offensive or hostile working environment’ can be understood to mean a workplace where an individual is uncomfortable on account of her sexuality and unable to work properly.

To determine what constitutes ‘sexual harassment’ depends upon the specific facts and the context in which the conduct / incident has transpired.

Jyotica Bhasin

Lawyer and External NGO member

I, Jyotica Bhasin am a practicing lawyer cum NGO member, and have 28 years of post-qualification legal work experience. I graduated in Political Science (H) from Lady Shri Ram College for
Women and hold an LL.B. (Hons) degree from Campus Law Centre, Delhi University.

I am an External NGO member on the panel of the Internal Committees (IC) for Prevention of Sexual Harassment at the workplace, an independent Ombudsman, and the point of contact on the ethics portal for several MNCs and domestic companies.

I have extensive experience in conducting independent investigations related to complaints of misconduct, harassment, discrimination, and specifically sexual harassment of female employees at the workplace. The investigations are conducted with confidentiality and in accordance with the statute and Rules prescribed by the Act. Upon the conclusion of the investigation, I draft enquiry reports from a legal perspective which can withstand court scrutiny.

I am a specialist trainer and conduct the statutorily mandated POSH related training sessions, for employees who may be in person or online, trainings sessions for managers/ leadership and intensive capability building workshops for the IC’s.

I appear before various State and National Commissions for Women and deal with cases and appeals arising out of gender discrimination and sexual harassment of women at the workplace.

I have been a regular speaker at national and international conferences, and train regularly at the National Institute of Public Cooperation and Child Development Delhi on POSH related matters.

I have worked closely with UN Women, Ministry of Home, and the Ministry of Woman and Child. As a life trustee with Baba Charitable trust since 2002, I help women to improve their basic standards of living, education, self-empowerment, training for employment skills, etc.

Sexual Harrassment

ndian employers, akin to their global peers, are increasingly realising the importance of a safe and amicable work-place – for all sexes. This requires a conscious policy directive aimed at preventing workplace harassment instances coupled with an institutional mechanism for redressal of complaints in a quick, transparent and just manner. This article provides an overview of the Indian law on prevention of sexual harassment at workplace and sets out to share some ‘best practices’ towards mitigating risks of non-compliance and making the workplace environment conducive to all employees.

B 58 B sector 60 Noida,
District Gautam Budh Nagar, UP 201303
+91 9891385111
Mon-Sun: 8am – 8pm


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    B 33 South Extension II
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      B 58 B sector 60 Noida, District Gautam Budh Nagar, UP 201303
      +91 9891385111 011-41641090

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      Participating as NGO female member on the ICC panel to conduct the investigation into the complaint of sexual harassment at the workplace.

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