There is no government licence or certificate called "POSH registration". What the law requires is that every workplace with ten or more workers constitutes an Internal Committee by written order, adopts and circulates a POSH policy, displays the committee's details, trains staff and files an annual report each calendar year; many States now also want the committee uploaded on the SHe-Box portal. CorporateWalla sets all of that up from ₹13,499, usually in 7–15 days, under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
POSH registration is not a government licence. It is the set of steps an employer must complete under the POSH Act, 2013 and the 2013 Rules, and the records that prove it. Here is what each step involves and where it comes from.
| Step | Legal basis | What you end up holding |
|---|---|---|
| Constitute the Internal Committee at each workplace with 10+ workers | Section 4 | Dated constitution order and appointment letters |
| Adopt and widely circulate a POSH policy | Section 19, Rule 13(a) | Approved policy, circulation email and employee acknowledgements |
| Display the IC order and penal consequences | Section 19(b) | Notice at each office, photographed |
| Declare IC members' names and contact details | Rule 13(e) | Policy annexure, intranet page, notice board |
| Train employees and IC members | Section 19(c), Rule 13(b)–(d) | Dated attendance sheets and agenda |
| Upload committee details on SHe-Box | Supreme Court directions and State/district instructions | Portal entry and nodal officer details |
| Annual report for each calendar year | Section 21, Rule 14 | Signed report and District Officer's acknowledgement |
| Companies: POSH statement in the Board's Report | Rule 8(5)(x), Companies (Accounts) Rules, 2014 | Board's Report filed with AOC-4 |
Positions as at October 2026. The Act and Rules have not been amended since 2013; the Board's Report disclosure was expanded from 14 July 2025 to include complaints received, disposed of and pending beyond 90 days.
| Role | Who can be appointed | Number |
|---|---|---|
| Presiding Officer | A woman employed at a senior level; if none, from another office of the employer or another organisation | 1 |
| Employee members | Employees committed to the cause of women, or with social work experience or legal knowledge | At least 2 |
| External member | From an NGO or association committed to the cause of women, or a person familiar with sexual harassment issues | 1 |
| Gender balance | At least half of all members must be women | — |
| Tenure | Up to three years from nomination | — |
Detailed guidance on composition, quorum and inquiry procedure is in our guide to the Internal Committee under the POSH Act.
| When | What | Who |
|---|---|---|
| On crossing 10 workers at an office | Constitute the IC, adopt the policy, display notices | Employer |
| On every joiner | Policy acknowledgement at induction | HR |
| At least once a year | Employee awareness session and IC orientation, with attendance records | Employer and IC |
| January–February | IC annual report for the previous calendar year to the employer and District Officer (31 January is common practice; Gurugram 28 February) | IC, through the employer |
| With the annual accounts | Companies: POSH statement and complaint numbers in the Board's Report, filed with AOC-4 | Board and company secretary |
| Before tenure ends or when a member leaves | Reconstitute the IC; update notices, policy annexure and SHe-Box | Employer |
Reporting follows the district where each workplace sits, so an NCR employer may have separate routes for Delhi, Gurugram and Noida. See POSH compliance in Gurugram, Noida, Delhi, Kolkata and Bengaluru.
Already have a committee and policy? A POSH audit (from ₹7,499) reviews them against the Act, the Rules and your district's requirements.
Pick the speed and depth that matches your need. Same quality, same CA team — only the timeline changes.
Timeline: 7–15 days
Timeline: 7–15 days
Timeline: 5–10 days
Government fee — paid by you at actuals
There is no government fee: setting up an Internal Committee, filing the annual report with the District Officer and registering on SHe-Box are all free. The external member's fee is paid by you directly; the POSH Rules set a floor of ₹200 a day plus travel, and qualified external members usually charge more.
Every price above is a professional fee, excluding GST and government charges. 50% upfront, 50% on delivery.
All fees and charges listed are indicative only and do not constitute a binding offer. Final amounts may vary depending on the volume of work and the complexity involved.
Worker count at each office (including interns, contract and temporary staff), locations and districts, senior women employees available as Presiding Officer, and any existing policy.
POSH policy tailored to your organisation: definitions, workplace (including travel and remote work), complaint route and timelines, inquiry process, confidentiality and consequences, tied into your service rules.
Written order constituting the Internal Committee: a senior woman employee as Presiding Officer, at least two employee members, one external member from an NGO or with relevant expertise, and at least half the members women.
Display the IC order and penal consequences at each office, upload committee details on SHe-Box where your State or district requires it, circulate the policy for acknowledgement and train IC members.
Tell us your requirement, a CA will call you in 30 minutes.
Every workplace with ten or more workers must constitute an Internal Committee under Section 4 of the POSH Act, 2013. Interns, contract and temporary staff count towards the ten.
The IC prepares an annual report for each calendar year under Section 21 and Rule 14 and submits it to the employer and the District Officer. Deadlines are set by district practice, not the Act; 31 January is common and Gurugram has notified 28 February.
A fine of up to ₹50,000 under Section 26. On a repeat conviction the punishment can be doubled and the licence or registration needed to run the business cancelled or not renewed.
Rule 13 requires orientation and skill-building programmes for IC members and awareness programmes for employees. We run both and keep dated attendance records for the annual report.
