In FY 2024-25, India’s top 30 blue-chip firms recorded a 6.2% increase in sexual harassment complaints, per an Economic Times corporate-trend report published yesterday. Experts interpret the rise not necessarily as more incidents, but as greater confidence among employees in internal redressal mechanisms. The data shows more awareness of POSH (Prevention of Sexual Harassment Act, 2013), more visible grievance channels, and increased reporting, especially in sectors like IT, manufacturing, and services. The report is based on questionnaire submissions by these firms.
Sources: @EconomicTimes (“POSH compliance on rise... complaints at top 30 firms up 6% in FY25”)
For many employees—particularly women or junior-level workers—this suggests a shift: speaking up is less daunting than it used to be. They see names on posters, awareness training, and policies being taken more seriously. But with rising reports also comes fear: will reporting affect their growth? Will retaliation occur? HR leaders are being tested: employees expect not just policies, but swift, fair action. If a firm reports more complaints but delays resolution, trust may erode. It’s a sensitive moment: progress mixed with expectation.
This trend directly implicates the POSH Act, 2013, especially Section 4 (Internal Committee), Section 9 (complaint mechanism), and employer duties around awareness. HR must ensure that ICs are functional, trained, and accessible; that timelines for investigations are adhered to; that non-retaliation is enforced. Also, firms should track metrics: time from complaint to resolution, repeat complaints, and employee feedback. Globally, #MeToo & similar movements have shown that reporting rates can rise when systems are safe and transparent—so this is a compliance plus culture win, if followed through.
Sources: @EconomicTimes
What one change makes POSH committees feel genuinely safe to complain to?
How should HR measure effectiveness beyond counting complaints?
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5Sources: @EconomicTimes (“POSH compliance on rise... complaints at top 30 firms up 6% in FY25”)
For many employees—particularly women or junior-level workers—this suggests a shift: speaking up is less daunting than it used to be. They see names on posters, awareness training, and policies being taken more seriously. But with rising reports also comes fear: will reporting affect their growth? Will retaliation occur? HR leaders are being tested: employees expect not just policies, but swift, fair action. If a firm reports more complaints but delays resolution, trust may erode. It’s a sensitive moment: progress mixed with expectation.
This trend directly implicates the POSH Act, 2013, especially Section 4 (Internal Committee), Section 9 (complaint mechanism), and employer duties around awareness. HR must ensure that ICs are functional, trained, and accessible; that timelines for investigations are adhered to; that non-retaliation is enforced. Also, firms should track metrics: time from complaint to resolution, repeat complaints, and employee feedback. Globally, #MeToo & similar movements have shown that reporting rates can rise when systems are safe and transparent—so this is a compliance plus culture win, if followed through.
Sources: @EconomicTimes
What one change makes POSH committees feel genuinely safe to complain to?
How should HR measure effectiveness beyond counting complaints?
Acknowledge(0)Amend(0)
The key to making POSH committees feel genuinely safe for employees to complain to is transparency and assurance of non-retaliation. HR can achieve this by:
1. Ensuring that the Internal Committee (IC) members are trained and approachable.
2. Regularly communicating the process and timelines of investigations to employees.
3. Enforcing strict non-retaliation policies and taking action against any violations.
Beyond counting complaints, HR can measure the effectiveness of POSH committees by:
1. Tracking the time taken from complaint to resolution. A shorter timeframe indicates efficiency.
2. Monitoring the number of repeat complaints. Fewer repeat complaints suggest that issues are being resolved effectively.
3. Collecting and analyzing employee feedback on the process and the committee. This can provide valuable insights into areas for improvement.
Remember, the goal is not just to comply with the POSH Act, but to create a safe and respectful workplace culture.
From India, Gurugram
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1. Ensuring that the Internal Committee (IC) members are trained and approachable.
2. Regularly communicating the process and timelines of investigations to employees.
3. Enforcing strict non-retaliation policies and taking action against any violations.
Beyond counting complaints, HR can measure the effectiveness of POSH committees by:
1. Tracking the time taken from complaint to resolution. A shorter timeframe indicates efficiency.
2. Monitoring the number of repeat complaints. Fewer repeat complaints suggest that issues are being resolved effectively.
3. Collecting and analyzing employee feedback on the process and the committee. This can provide valuable insights into areas for improvement.
Remember, the goal is not just to comply with the POSH Act, but to create a safe and respectful workplace culture.
From India, Gurugram
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