Workforce · Provision
A safe workplace, the penal consequences and the IC order on display, regular awareness programmes, and support to the committee and the woman: ten duties every employer owes. (Section 19, Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.) In force since 9 December 2013 · Text checked against India Code on 25 October 2026.
Quick Statutory Answer
Section 19 of the POSH Act, 2013 lists ten duties of every employer: a safe working environment, including from visitors; displaying the penal consequences of sexual harassment and the order constituting the Internal Committee; workshops and awareness programmes at regular intervals, and orientation for committee members; facilities for the committee; securing the attendance of the respondent and witnesses; giving the committee the information it needs; helping the woman file a criminal complaint if she chooses; initiating action against the perpetrator; treating sexual harassment as misconduct under the service rules; and monitoring the timely submission of the committee's reports.
19. Duties of employer.— Every employer shall— (a) provide a safe working environment at the workplace which shall include safety from the persons coming into contact at the workplace; (b) display at any conspicuous place in the workplace, the penal consequences of sexual harassments; and the order constituting, the Internal Committee under sub-section (1) of section 4; (c) organise workshops and awareness programmes at regular intervals for sensitising the employees with the provisions of the Act and orientation programmes for the members of the Internal Committee in the manner as may be prescribed; (d) provide necessary facilities to the Internal Committee or the Local Committee, as the case may be, for dealing with the complaint and conducting an inquiry; (e) assist in securing the attendance of respondent and witnesses before the Internal Committee or the Local Committee, as the case may be; (f) make available such information to the Internal Committee or the Local Committee, as the case may be, as it may require having regard to the complaint made under sub-section (1) of section 9; (g) provide assistance to the woman if she so chooses to file a complaint in relation to the offence under the Indian Penal Code (45 of 1860) or any other law for the time being in force; (h) cause to initiate action, under the Indian Penal Code (45 of 1860) or any other law for the time being in force, against the perpetrator, or if the aggrieved woman so desires, where the perpetrator is not an employee, in the workplace at which the incident of sexual harassment took place; (i) treat sexual harassment as a misconduct under the service rules and initiate action for such misconduct; (j) monitor the timely submission of reports by the Internal Committee.
| Duty | In practice | Clause |
|---|---|---|
| Safe workplace | Including from visitors, clients and vendors | s.19(a) |
| Display | The penal consequences of sexual harassment and the IC constitution order, somewhere conspicuous | s.19(b) |
| Awareness | Workshops for employees at regular intervals; orientation for IC members | s.19(c) |
| Facilities | A room, time and support for the committee to hear complaints | s.19(d) |
| Attendance | Help secure the respondent and witnesses before the committee | s.19(e) |
| Information | Give the committee what it needs for the complaint | s.19(f) |
| Criminal complaint | Assist the woman if she chooses to file one | s.19(g) |
| Action against the perpetrator | Initiate it, including where the perpetrator is not an employee | s.19(h) |
| Misconduct | Treat sexual harassment as misconduct under the service rules | s.19(i) |
| Reports | Monitor that the committee's reports, including the annual report, are submitted on time | s.19(j) |
Up to ₹50,000. Under s.26(1)(c), for contravening the Act; doubled on a repeat, with the possibility of losing a licence or registration.
Section 19 lists ten: a safe workplace; displaying the penal consequences and the IC order; regular awareness programmes and IC orientation; facilities for the committee; securing attendance; providing information; helping the woman with a criminal complaint; initiating action against the perpetrator; treating harassment as misconduct; and monitoring the committee's reports.
The penal consequences of sexual harassment and the order constituting the Internal Committee, at a conspicuous place, under section 19(b).
The Act says "at regular intervals" without fixing a number (section 19(c)). The annual report under section 21 records the workshops and awareness programmes held in the year.
A fine of up to ₹50,000 under section 26(1)(c) for contravening the Act, twice that on a repeat, and possible cancellation of a licence or registration.
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