The National Commission for Women (NCW) on Friday, 19 June issued a sweeping advisory to all states and Union Territories, directing immediate and effective implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — commonly known as the POSH Act. The directive covers workplaces across government, private, organised, and unorganised sectors, and mandates structural reforms to ensure women's safety and dignity at work.

The advisory was formally communicated to Chief Secretaries and Directors General of Police across all states and UTs, and was also circulated to District Magistrates, Senior Superintendents of Police (SSPs), and Commissioners of Police nationwide — a signal of the Commission's intent to push enforcement down to the grassroots level.

What the Advisory Directs

NCW Chairperson Vijaya Rahatkar framed the directive in clear terms: 'A woman should never have to choose between her dignity and her livelihood. Every workplace must be a space of safety, respect and equal opportunity. Effective implementation of the POSH Act is not merely a legal obligation but a collective responsibility towards ensuring women's empowerment and participation in nation-building.'

Among the most significant recommendations is the introduction of mandatory annual POSH audits for all establishments employing ten or more persons. These audits will assess legal compliance, the functioning of Internal Committees (ICs), complaint-handling mechanisms, confidentiality safeguards, workplace safety infrastructure, awareness programmes, mandatory disclosures, and use of the government's SHe-Box platform. Audit reports must be submitted to district authorities, and failure to conduct audits will be treated as non-compliance.

Institutional Accountability at Every Level

States and UTs have been advised to establish dedicated state-level POSH Monitoring Cells or digital compliance dashboards to track implementation. Periodic reviews at senior administrative levels, capacity-building initiatives, and compliance with statutory and judicial directions have all been called for.

Every district must notify a District Officer under the POSH Act to serve as a nodal authority for implementation, monitoring, awareness generation, and grievance redressal. The advisory further requires the appointment of Nodal Officers at block, tehsil, taluka, ward, and municipality levels to facilitate complaint registration and ensure timely referral of cases.

All government departments, public sector undertakings, boards, corporations, educational institutions, hospitals, local bodies, and establishments employing ten or more persons have been directed to constitute Internal Committees in every office, branch, and unit. ICs must include a woman Presiding Officer, an external expert, and at least 50 per cent women representation, strictly in accordance with the law.

Protecting Women in the Informal Sector

Recognising the particular vulnerability of women in informal employment, the NCW has stressed the effective constitution and functioning of Local Committees in every district. These bodies are tasked with addressing complaints from women in establishments with fewer than ten employees, domestic workers, and workers in the unorganised sector — a cohort that has historically had little recourse under the POSH framework.

Large-scale awareness campaigns have been called for in rural areas, industrial clusters, self-help groups, and domestic work sectors to ensure women know their rights under the Act.

Anti-Retaliation Safeguards and Special Institutions

The advisory places particular emphasis on robust safeguards against retaliation, requiring that complainants, witnesses, and committee members be protected from intimidation, adverse transfers, professional prejudice, or any form of victimisation. Educational and healthcare institutions — including universities, colleges, schools, hostels, coaching centres, hospitals, and medical establishments — have received special attention, given the vulnerability of students, interns, trainees, research scholars, and contractual personnel.

Establishments have also been directed to submit annual reports under the POSH Act, while states must periodically review consolidated reports to assess compliance levels and identify gaps. The NCW has encouraged all institutions to promote the SHe-Box platform for online registration, tracking, and monitoring of workplace sexual harassment complaints.

With this advisory, the NCW signals a clear shift from passive compliance to active accountability — the next test will be whether states translate these directives into enforceable action on the ground.