The Prevention of Sexual Harassment Act (POSH Act) was introduced to ensure safe workplaces for women and to provide a proper system for handling complaints of sexual harassment. However, recent workplace cases reveal persistent gaps in compliance with the law. Despite clear legal mandates, many organizations still struggle with proper implementation, leaving employees feeling unsafe and unheard.
Why Are Many Women Still Suffering in Silence?
Many companies have policies on paper, but actual implementation often falls short. Fear of reputational damage, lack of trust in authorities, and unclear procedures prevent women from reporting incidents of harassment. According to a 2026 study published in the International Journal of Innovative Research in Technology (IJIRT), researchers analyzed POSH challenges in corporate India and noted ineffective Internal Committees (ICs), underreporting due to fear and stigma, and inadequate training despite legal requirements. The study revealed that ineffective IC functioning, fear of retaliation, stigma, and career impact discourage reporting, and many employees remain unaware of their rights and complaint mechanisms.
Workplace safety has become a growing concern across the country. A large number of women face harassment at work and suffer in silence for years. In an interview with the Times of India, Kruti Sharma, a corporate trainer, leadership coach, and POSH and AML expert, explained that harassment can take the form of nasty comments, inappropriate touching, sexual remarks, stalking, and intimidation, all of which steal peace of mind. However, women continue to suffer due to a lack of awareness regarding POSH.
Key Gaps in POSH Implementation
Many employees are not fully informed about what constitutes harassment or how to report it, leading to silent suffering. Another major issue is the absence or improper functioning of Internal Committees. Sharma noted, "In some workplaces, committees exist only for formality and are not trained to handle sensitive cases. Hence, the issue remains unaddressed and can impact the victim's well-being." A 2026 study in the International Journal for Multidisciplinary Research (IJFMR) assessed awareness and implementation of the POSH Act in the corporate sector, along with IC functionality. The study found formal compliance common but practical gaps in training, confidentiality, and timely resolution that erode trust. The authors noted that despite organizations having policies, ICs are often untrained, delays in inquiry processes exceed the 90-day timeline, and fear of backlash prevents reporting.
Fear and hesitation, shame, guilt, and fear of job loss also prevent many from seeking help. Sharma said, "Employees may worry about facing backlash, not being taken seriously, or having their reputation ruined. This discourages them from reporting harassment." Delays in handling complaints and a lack of transparency make the process stressful for victims, often causing them to give up before justice is served. A 2026 NoMeansNo Industry Report reviewed judicial scrutiny of ICs as quasi-judicial bodies and highlighted invalid composition, timeline violations, and retaliation as recurring failures. The report noted that recurring failures include invalid composition, failure to respect statutory timelines, and non-compliance with the 90-day inquiry completion requirement under Section 11(4).
Inadequate training is another critical gap. Sharma asserted, "Regular sessions are not conducted at workplaces, and many managers are not equipped to respond appropriately. Some organizations also fail to maintain confidentiality, which can further harm the complainant." She concluded with advice: "Employees should ensure they seek training for POSH. Prompt training, active committees, timely action, and a supportive environment are essential. Closing these gaps will help build trust and ensure that the purpose of the POSH Act is fulfilled. Remember, implementation of POSH is necessary for the safety of employees at the workplace."
