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Setting up and running the Internal Committee

The Internal Committee is the heart of the POSH Act. This guide covers who sits on it, and how a complaint moves from the day it arrives to the employer's action, step by step and day by day.

From: POSH Act 2013, sections 4 and 9 to 18, POSH Rules 2013, Rule 7Updated 29 Oct 2026 · 6 min read

Who sits on it (section 4)

  • A Presiding Officer: a woman employed at a senior level. If there isn't one at that office, from another office of the same employer.
  • At least two members from among the employees, committed to the cause of women or with social work or legal experience.
  • One outside member, from an organisation committed to the cause of women or a person familiar with sexual harassment. The outside member is paid a fee set by the employer, within the Rules.
  • At least half the members are women. Each member serves up to three years.

From complaint to report (sections 9 to 13, Rule 7)

  1. The complaint arrives in writing, within three months of the incident (extendable by three months for reasons in writing). If the complainant can't write, a committee member helps.
  2. The committee sends a copy to the respondent within seven working days.
  3. The respondent replies, with documents and witnesses, within ten working days of receiving it.
  4. If the complainant asks, the committee may try conciliation first. Money is never the basis of a settlement.
  5. The inquiry follows natural justice: each side is heard and can answer the other. Lawyers can't represent either side before the committee.
  6. At least three members, including the Presiding Officer, must be present for the inquiry.
  7. If either side misses three hearings in a row without good reason, the committee may decide without them, after fifteen days' written notice.
  8. The inquiry is completed within 90 days.
  9. The report goes to the employer within 10 days; the employer acts within 60 days.

During and after

During the inquiry, at the complainant's written request, the committee can recommend interim relief: a transfer of either person, leave of up to three months, or stopping the respondent from reporting on the complainant's work (section 12). Either side can appeal the recommendations within 90 days (section 18). A complaint found false or malicious can be acted on, but a complaint that couldn't be proved is not false (section 14).

Confidentiality (section 16)

The committee keeps the complaint, everyone's identity and address, the proceedings and the outcome away from the public, press and media. In practice that means a small circle: the members, and only the people the employer needs to act.

Every year (section 21, Rule 14)

The committee prepares an annual report: complaints received, disposed of and pending past 90 days, workshops held, and action taken. The employer sends it to the District Officer.

This guide explains the law in plain words. It isn't legal advice: check your own facts with your lawyer.

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