To enable an employer to meet their obligations which are cast upon them by the statute

In addition to requiring an employer to set up an IC and ensure redressal of grievances of workplace harassment in a time bound manner, the POSH Act casts certain other obligations upon an employer which includes:

• Promoting a gender sensitive workplace and removing the underlying factors that contribute towards creating a hostile working environment against women.
• Formulate and widely disseminate an internal policy for prohibition, prevention and redressal of sexual harassment at the workplace.
• Display conspicuously at the workplace, the penal consequences of indulging in acts that may constitute sexual harassment.
• Declare the names and contact details of all members of the IC.
• Organize regular workshops and awareness programmes for sensitizing employees on the issues and implications of workplace sexual harassment and organizing capability building programmes for members of the IC.
• Provide necessary facilities to the IC for dealing with the complaint and conducting an inquiry.
• Cause to initiate action, under the Indian Penal Code, 1860 (“IPC”) or any other law in force, against the perpetrator, or if the aggrieved woman so desires, where the perpetrator is not an employee, in the workplace at which the incident of sexual harassment took place.
• Treat sexual harassment as a misconduct under the service rules and initiate action for misconduct.
• Prepare an annual report with details on the number of cases filed and their disposal and submit the same to the District Officer.