When a sexual harassment complaint is made against a CEO, director, managing trustee, principal or another senior functionary, a common question arises: Should the complaint be investigated by the Internal Committee (“IC”), or does it automatically fall within the jurisdiction of the Local Committee (“LC”) because the respondent heads the organisation? The Kerala High Court, in the case of Prof. (Dr.) J. Sundaresan Pillai v. Dr. K.K. Seethalakshmi, has clarified that design

The National Commission for Women (“NCW”) has issued an advisory on 19 June 2026 recommending significant measures to strengthen the implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 ("POSH Act"). The advisory sends a clear message: POSH compliance is no longer just about constituting an Internal Committee — it is about demonstrating that your compliance framework actually works. What's New? 1. Mandatory Annu

The Bombay High Court, in Siddhesh Pradeep Satpute v. State Bank of India & Ors., has clarified an important aspect of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 ("POSH Act") — whether an employee's daily commute can be regarded as a "workplace". The case arose from an allegation of sexual harassment during a commute in a shared public autorickshaw. The employer's Internal Committee ("IC") conducted an inquiry into the comp