Recent incidents across corporate India have exposed what happens when POSH management stays on paper — and out of reach of employees who need it most.
When complaints go unacknowledged or are buried in inboxes, HR professionals face personal criminal liability — not just organisational penalties. No digital trail means no defence.
Male chairperson, under 50% female membership, no external member — any one of these instantly invalidates your committee and exposes the company to statutory penalties during any inquiry.
One viral report of POSH mismanagement destroys years of employer branding. Companies actively managing POSH digitally are the ones candidates and employees feel safe joining.
About ePOSH
ePOSH is Pocket HRMS’s digital POSH compliance module — an end-to-end online system that helps organisations manage every process related to India’s Prevention of Sexual Harassment (POSH) Act, 2013, entirely within their existing HRMS.
From setting up an Internal Committee that meets statutory requirements to giving employees a safe, confidential channel to raise complaints and track resolutions, ePOSH brings transparency, accountability, and legal compliance together in one place.
The module is accessible from both the Cloud admin portal and the Employee Self-Service (ESS) portal, ensuring every stakeholder — employees, committee members, and HR administrators — has the right tools at the right time.
POSH Act, 2013 — At a Glance
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 mandates that every organisation with 10+ employees must have a formal Internal Complaints Committee (ICC) and a structured redressal process.
✅ Chairperson must be a female employee
✅ More than 50% committee members must be female
✅ Minimum 1 chairperson + 2 committee members
✅ 5 defined categories of sexual harassment incidents
✅ Formal complaint, inquiry, and resolution process required
Key Capabilities
ePOSH covers the full lifecycle — from initial committee configuration to final complaint resolution — with built-in validations that keep you on the right side of the law.
Configure your Internal Complaints Committee directly from the Cloud portal. The system validates POSH Act requirements in real time — alerting you if a male employee is assigned as chairperson or if female representation falls below 50%.
Employees can raise complaints for themselves or on behalf of a colleague. An identity-hiding option lets complainants remain anonymous while the committee still receives all necessary case details.
Both employees and committee members get a live view of every complaint's status — Open, In Progress, or Resolved. Employees can reopen resolved tickets if they are not satisfied with the outcome.
A searchable complaint timeline lets chairpersons and committee members filter by complaint ID, assigned agent, or event type (Created, Assigned, Archived). Every action is logged automatically.
Configure an automated acknowledgement email that fires the moment a complaint is submitted. Customise the email content, and set a dedicated complaint committee email ID for direct employee outreach.
Download a formatted Excel report of all complaints — including complaint number, incident type, incident date, status, and assigned agent — at any time. Available to employees, committee members, and administrators.
Process Overview
Three phases — set up once, protect always. ePOSH guides HR, employees, and committee members through a structured, legally sound workflow.
HR configures the ICC in the Cloud portal, assigns the chairperson, sets committee members, and configures complaint auto-response emails.
Any employee can raise a complaint through the ESS portal — for themselves or a colleague — selecting the incident type, date, evidence, and details.
The chairperson assigns the complaint to a committee member, who investigates and communicates directly with the complainant through the in-built chat.
Key Capabilities
ePOSH delivers the right tools and the right information to each user — employees, committee members, and HR administrators alike.
Every feature in ePOSH is designed to reflect the statutory requirements of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The system actively guides you toward compliance — and alerts you when something isn’t right.
Act Year
Incident Types
Female Quorum
Set up ePOSH in your Pocket HRMS instance today and give your employees the safe, structured, compliant channel they deserve.
