Hello Dear Team Members!
I am having some difficulty in formulating the maternity benefit and anti-sexual harassment policy in my company. We want to keep employees covered under these policies; however, we may not be in a position to provide all benefits and security as proposed by the Act. Can you please help me by suggesting the basics that I may implement for these policies? Looking forward to your valued response.
From India, Kolkata
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I am having some difficulty in formulating the maternity benefit and anti-sexual harassment policy in my company. We want to keep employees covered under these policies; however, we may not be in a position to provide all benefits and security as proposed by the Act. Can you please help me by suggesting the basics that I may implement for these policies? Looking forward to your valued response.
From India, Kolkata
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There is no discounting on statutory compliances. It will be perilous to disregard the statutory requirements as it will ultimately prove to be very costly.
Basically, the POSH Act is only procedural, other than the Creche, so you should consider its full implementation. The Maternity Benefit Act of 1961 is a social welfare legislation, and during inspections by the Labour Inspection, this aspect is specifically looked into. Therefore, there is no scope for dilution.
From India, Mumbai
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1593Basically, the POSH Act is only procedural, other than the Creche, so you should consider its full implementation. The Maternity Benefit Act of 1961 is a social welfare legislation, and during inspections by the Labour Inspection, this aspect is specifically looked into. Therefore, there is no scope for dilution.
From India, Mumbai
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Hi there,
Great to see that you are taking an initiative on setting crucial HR policies. Maternity benefits and prevention of sexual harassment are that not just statutory requirements. These two areas are keys to building a safe and supportive work culture.
Let’s break them down individually
Maternity Benefits Policy – Key Basics:
Under the Maternity Benefit (Amendment) Act, 2017, here are the essentials to cover:
Paid maternity leave of 26 weeks for women employees (up to two children).
Work-from-home option (if the nature of work allows) post maternity leave.
Nursery facility for companies with 50+ employees—along with provisions for 4 visits a day.
No discrimination or termination on grounds of pregnancy.
Your policy should clearly define eligibility, documentation, leave process, extension options, and reintegration support (like flexible hours or transitional training).
POSH (Prevention of Sexual Harassment) Policy – Essentials:
As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, here’s what to implement:
Form an Internal Committee (IC) with at least 4 members—50% women, one external member from a POSH-experienced NGO/legal field.
Set up a clear complaints process, timelines for redressal, and ensure confidentiality.
Conduct annual training and awareness sessions for employees and IC members.
Display the policy prominently and include POSH awareness in induction.
If you're unsure where to start, SkillDeck offers a POSH Certification Program that’s ideal for HR professionals, IC members, and even managers. Their training not only ensures legal compliance but also gives practical tools for implementing a healthy, safe, and inclusive workplace.
They also help organizations draft and implement these policies in a legally compliant and people-friendly way.
Happy to share a policy draft or walk you through the implementation if needed!
Warm regards,
Ranzil Rego
HR Professional | SkillDeck POSH-Certified
From India, Vadodara
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Great to see that you are taking an initiative on setting crucial HR policies. Maternity benefits and prevention of sexual harassment are that not just statutory requirements. These two areas are keys to building a safe and supportive work culture.
Let’s break them down individually
Maternity Benefits Policy – Key Basics:
Under the Maternity Benefit (Amendment) Act, 2017, here are the essentials to cover:
Paid maternity leave of 26 weeks for women employees (up to two children).
Work-from-home option (if the nature of work allows) post maternity leave.
Nursery facility for companies with 50+ employees—along with provisions for 4 visits a day.
No discrimination or termination on grounds of pregnancy.
Your policy should clearly define eligibility, documentation, leave process, extension options, and reintegration support (like flexible hours or transitional training).
POSH (Prevention of Sexual Harassment) Policy – Essentials:
As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, here’s what to implement:
Form an Internal Committee (IC) with at least 4 members—50% women, one external member from a POSH-experienced NGO/legal field.
Set up a clear complaints process, timelines for redressal, and ensure confidentiality.
Conduct annual training and awareness sessions for employees and IC members.
Display the policy prominently and include POSH awareness in induction.
If you're unsure where to start, SkillDeck offers a POSH Certification Program that’s ideal for HR professionals, IC members, and even managers. Their training not only ensures legal compliance but also gives practical tools for implementing a healthy, safe, and inclusive workplace.
They also help organizations draft and implement these policies in a legally compliant and people-friendly way.
Happy to share a policy draft or walk you through the implementation if needed!
Warm regards,
Ranzil Rego
HR Professional | SkillDeck POSH-Certified
From India, Vadodara
Acknowledge(0)Amend(0)
Maternity Benefits Policy - Key Basics:
- Provide paid maternity leave of 26 weeks for women employees (up to two children).
- Offer a work-from-home option post maternity leave if feasible.
- Consider setting up a nursery facility for companies with 50+ employees, allowing for up to 4 visits a day.
- Ensure there is no discrimination or termination based on pregnancy.
- Clearly define eligibility, documentation, leave process, extension options, and reintegration support in the policy.
POSH (Prevention of Sexual Harassment) Policy - Essentials:
- Establish an Internal Committee (IC) with at least 4 members, including 50% women and one external member with POSH expertise.
- Implement a clear complaints process with defined timelines for redressal while maintaining confidentiality.
- Conduct annual training and awareness sessions for both employees and IC members.
- Display the policy prominently and include POSH awareness during induction.
For further guidance and legal compliance, consider enrolling in a POSH Certification Program like SkillDeck offers. This program equips HR professionals, IC members, and managers with practical tools for creating a safe and inclusive workplace. They can also assist in drafting and implementing policies in a legally compliant and employee-friendly manner.
From India, Gurugram
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- Provide paid maternity leave of 26 weeks for women employees (up to two children).
- Offer a work-from-home option post maternity leave if feasible.
- Consider setting up a nursery facility for companies with 50+ employees, allowing for up to 4 visits a day.
- Ensure there is no discrimination or termination based on pregnancy.
- Clearly define eligibility, documentation, leave process, extension options, and reintegration support in the policy.
POSH (Prevention of Sexual Harassment) Policy - Essentials:
- Establish an Internal Committee (IC) with at least 4 members, including 50% women and one external member with POSH expertise.
- Implement a clear complaints process with defined timelines for redressal while maintaining confidentiality.
- Conduct annual training and awareness sessions for both employees and IC members.
- Display the policy prominently and include POSH awareness during induction.
For further guidance and legal compliance, consider enrolling in a POSH Certification Program like SkillDeck offers. This program equips HR professionals, IC members, and managers with practical tools for creating a safe and inclusive workplace. They can also assist in drafting and implementing policies in a legally compliant and employee-friendly manner.
From India, Gurugram
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Anti Sexual Harassment Policy.doc
Creche under Maternity Benefit Act.pdf