POSH Committee or Grievance Cell? Know the Legal Differenceย
Understand the difference between a POSH Internal Committee and a Grievance Redressal Committee under the POSH Act, 2013. Learn employer obligations, committee roles, and how effective workplace ethics and POSH training strengthen compliance.
Many organizations use the terms POSH Internal Committee and Grievance Redressal Committee interchangeably. While both support a safe and fair workplace, they serve different purposes. Confusing the two can lead to legal non-compliance, delayed investigations, and reputational damage.
Understanding these distinctions is essential for meeting employer obligations under the POSH Act and fostering a culture built on workplace ethics.
What is a POSH Internal Committee?
Under the POSH Act, 2013, every organization with 10 or more employees must constitute a POSH Internal Committee (IC). The committee is legally responsible for handling complaints related to sexual harassment at the workplace.
Key POSH Internal Committee roles:
Receive and investigate sexual harassment complaints.
Ensure fair, confidential, and unbiased proceedings.
Recommend corrective actions to the employer.
Maintain records and statutory compliance.
Promote awareness through POSH training for employees.
Failure to establish or effectively operate an Internal Committee may result in legal penalties and regulatory action.
What is a Grievance Redressal Committee?
A Grievance Redressal Committee addresses general employee concerns that are not related to sexual harassment.
Typical grievances include:
Workplace conflicts
Leave and attendance issues
Performance concerns
Policy-related disputes
Interpersonal disagreements
Unlike the POSH Internal Committee, a Grievance Cell is not a substitute for statutory POSH compliance.
Why Confusing the Two Is Risky
Using one committee for both functions can expose organizations to significant legal and operational risks.
Non-compliance with the POSH Act, 2013
Mishandling of sensitive complaints
Breach of confidentiality
Loss of employee trust
Increased legal and reputational risks
A clear distinction ensures that every complaint is handled through the appropriate process while reinforcing strong ethics at work.
Employer Responsibilities Under the POSH Act
Organizations should:
Constitute a compliant Internal Committee.
Conduct regular POSH training for employees.
Display the POSH policy prominently.
Maintain proper documentation.
Ensure timely inquiry and resolution.
Periodically review committee effectiveness.
Many organizations also encourage committee members to complete a POSH certification course to strengthen their understanding of legal procedures and investigation practices.
How Consultivo Supports Organizations
POSH policy development and review
Formation and strengthening of Internal Committees
POSH training for employees and leadership teams
Advanced POSH certification programs for committee members
Workplace ethics and awareness workshops
Grievance mechanism assessment and advisory
Compliance audits and ongoing advisory support
By combining legal expertise with practical implementation, Consultivo enables organizations to strengthen compliance while fostering a culture of trust, inclusion, and accountability.
FAQs
1. Is a POSH Internal Committee mandatory for every organization?Yes. Organizations with 10 or more employees are legally required to constitute an Internal Committee under the POSH Act, 2013.
2. Can a Grievance Redressal Committee investigate sexual harassment complaints? No. Sexual harassment complaints must be handled exclusively by the POSH Internal Committee as prescribed under the law.
3. Why is POSH training important for employees?Regular POSH training builds awareness, encourages respectful workplace behaviour, and helps organizations meet their legal compliance obligations.
4. What is the primary role of a Grievance Redressal Committee?It addresses general workplace concerns such as policy disputes, employee grievances, and interpersonal conflicts that do not involve sexual harassment.
5. How can organizations ensure effective POSH compliance? By establishing a competent Internal Committee, conducting regular training, reviewing policies periodically, and seeking expert advisory support when required.
Conclusion
A compliant workplace is built on more than just policiesโit requires clear governance, well-defined responsibilities, and a commitment to ethical practices. Understanding the distinct roles of the POSH Internal Committee and the Grievance Redressal Committee enables organizations to meet legal obligations, strengthen employee trust, and manage workplace concerns effectively. Investing in robust POSH implementation and grievance mechanisms not only reduces legal risk but also reinforces a culture of respect, accountability, and workplace excellence.
