• SHTC
• 26 May 2025

How to Respond to a Sexual Harassment Complaint?

Dealing with confirmed sexual harassment complaints in the workplace is considered a major matter. The right solution for the person helps the organization avoid any legal or reputation problems. 

In India, the POSH Act which is officially The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, explains how companies have to manage such complaints.

We share guidance on what actions can be taken to ensure any response to a sexual harassment complaint is based on the rules and is sensitive. No matter if you’re handling HR, serving in an IC or are a business owner, learning about this process is necessary. In addition, we’ll talk about how POSH Training such as POSH Training Online and POSH Training in Delhi, can help you deal with such cases well.

Step 1 You Should Acknowledge the Concern Quickly

The IC is required to acknowledge every sexual harassment complaint right after it is brought to them. The POSH Act requires the IC to send the complainant a written acknowledgment within 7 days, after the complaint is made.

Key Points:

• Don’t hesitate to respond.
• Send an email or letter to show that you’ve seen the charges.
• Let the one who complained know their case will be treated fairly and confidentially.

Keep in mind, at this point, the IC must not draw conclusions or hold any opinions.

Step 2: Check out the first signs to see if intervention is necessary

• After acknowledgment, the IC needs to check if the complaint matches the definition of sexual harassment found in the POSH Act. 
• If this is true, then the investigation is launched. In that case, the committee must explain why and name other methods students can use to solve their grievances.
• Important Considerations:
• Make sure the person accused and the person making the complaint work for the same employer.
• Assess if the event meets the legal requirements for sexual harassment.

Step 3: Initiate the Formal Inquiry Process

• Where the complaint is considered valid under the POSH Act, the IC must start formality inquiry within 10 days of being informed.
• Procedure:
• Tell the complainant as well as the respondent that an inquiry has been made.
• Tell the respondent about the issue and provide them a way to respond.
• Ensure the privacy and respect for everyone involved.

At this point, using POSH Online Training guidelines helps ensure the process is done properly and that people’s feelings aren’t hurt.

Step 4: Do a Fair and Discreet Probe

• The IC has only 90 days (per the POSH Act) to complete the investigation. Both parties involved should be given a fair space to explain their situation in an impartial way.
• Best Practices:
• Keep track of what takes place at every meeting.
• Don’t act in a way that may be biased.
• Talk to any people who saw or heard what happened and check anything that proves the facts of what took place.

This is when Best Posh Training is most useful. Fully prepared IC members have developed skills in interviewing, recording details and following regulations.

• At this stage, submit your Inquiry Report.
• The employer and both parties need to receive a report from the IC within 10 days once the inquiry is done.
• The purpose of the report is to include:
• What the allegations are about.
• Responses from the poll have been summarized for both groups.
• Information include what the evidence shows and what witnesses said.
• Final decision (regardless of whether the allegation is verified).
• A decision is made about possible disciplinary action, compensation, counseling and so on.

Step 5: Impose the Right Kind of Discipline

If the case is confirmed, the company has 60 days to implement the recommendations made by the IC. Some examples are:

• Written apology.
• Place of danger or harm.
• Salary deductions.
• Either being suspended or ending the contract.

An employee must not be treated unfairly if the complaint is not established.

Legal compliance and fair execution are essential. This is where POSH Training Online helps HR professionals and employers understand their legal obligations and avoid mistakes.

Step 6: Keep everything you learn private.

• According to the POSH Act, no party’s identity should ever be made public during the process. A company that reveals private information against its employees may face legal problems.
• Confidentiality should always be maintained for these things:
• Names and addresses for both involved parties.
• The process of the inquiry.
• Witness testimonies.

Trust in the POSH framework is strengthened by keeping information confidential, not only because it is required by law

Once the decision is made, it is necessary to keep staff from acting in retaliation.

It is important for organizations to make sure no one who filed a complaint or who gave witness suffers retaliation or victimization. Elements of this can be threats, being isolated from projects or experiencing unfair treatment while at work.

Action Steps:
 

• Pay attention to how people behave at work following a complaint.
• Set up a policy that makes it clear there will be no retaliation.
• If help is needed, give emotional and mental health support.
• By organizing regular POSH sessions either locally or on the internet, we can turn this culture of support into real action.
• Document what you achieve and save records for reference.
• It is the IC’s responsibility to keep all details regarding the complaint and its outcome. This includes:
• Complaint copies.
• Inquiry proceedings.
• Evidence collected.
• A final report along with helpful recommendations.

These records are necessary during audits, when undertaking legal inspections or if either party brings the matter to a labor court or tribunal.

Why POSH Training Is Critical?

• With POSH Training, both employees and IC members are capable of handling complaints fairly and according to lawful procedures.
• POSH Training shows results in many areas.
• Helps businesses make sure they are compliant with the 2013 POSH Act.
• Makes sure employees know what kind of behavior is acceptable at work.
• Prevents a lot of harassment situations.
• Creates a secure and respectful place to work.

No matter your business size, the Best Posh Training program can be adjusted for your requirements.

Why Should You Pick POSH Online Training?

• Rising use of remote and flexible office styles has influenced many organizations to choose POSH Online Training. It offers:
• Being able to adapt and be convenient.
• Available are interactive modules and case studies.
• Internal Committee members must be certified.

Help is available instantly and all your questions will be explained.

looking for POSH Training in Delhi?

If you belong to Delhi or NCR, you can choose from several respected organizations that provide this training with certificates, real time classes and sound legal counselling. As a result, IC members can handle both sensitive and legal complaints properly.

Final Thoughts

When answering a sexual harassment complaint, a respondent must act with sympathy, remain neutral and remember the rules. Doing things in a right way encourages others to be trusting, safe and responsible in your workplace. When you go for POSH training in Delhi or POSH Online Training, it’s not only about compliance, it’s also about helping everyone feel safe and respected at work.

Got POSH Compliance Issues?

Have your Internal Committee and employees take Expert-led, Certified POSH Training Online today. Stay compliant. Stay safe.

Read More: https://www.shtc.co.in/blog/workplace-harassment-laws-every-woman-should-be-aware-of
Read More: https://www.shtc.co.in/blog/how-sexual-harassment-training-empowers-women-in-the-workplace