Free POSH Audit Tool Aligned with the SHe-Box PoSH Voluntary Compliance Checklist
Check Your POSH Compliance Score and Download a Detailed Gap Report
Evaluate your organisation’s compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 using our free online POSH audit tool.
The assessment is aligned with key requirements under the POSH Act and the SHe-Box PoSH Voluntary Compliance Checklist.
Answer a structured series of compliance questions to:
- Receive an instant POSH compliance score
- View the total number of compliant and non-compliant responses
- Identify gaps where your response is “No”
- Download the audit report for free
Step 1 of 8 — Organisation details Step 2 of 8 — Section A Step 3 of 8 — Section B Step 4 of 8 — Section C Step 5 of 8 — Section D Step 6 of 8 — Section E Step 7 of 8 — Compliance summary Step 8 of 8 — Download & email your report
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Organisation details
Enter the basic details for this compliance assessment.
POSH Policy and compliance regarding Internal Committee (IC)
Review the organisation's policy framework and constitution of the Internal Committee.
Legal reference
Rule 13(a) - Manner to organise workshops, etc.
Refer to Rule 13(a) of POSH Act, 2013
Subject to section 19, every employer shall formulate and widely disseminate an internal policy, charter, resolution or declaration for the prohibition, prevention and redressal of sexual harassment at the workplace, intended to promote gender-sensitive safe spaces and remove underlying factors that contribute to a hostile work environment against women.
Legal reference
Section 19(b) - Duties of employer
Refer to Section 19(b), POSH Act, 2013
Every employer shall display at any conspicuous place in the workplace the penal consequences of sexual harassment and the order constituting the Internal Committee under section 4(1).
Legal reference
Section 19(b) - Duties of employer
Refer to Section 19(b), POSH Act, 2013
Every employer shall display at any conspicuous place in the workplace the penal consequences of sexual harassment and the order constituting the Internal Committee under section 4(1).
Legal reference
Section 4(1) - Constitution of Internal Committee
Refer to Section 4(1), POSH Act, 2013
Every employer of a workplace shall, by an order in writing, constitute an Internal Committee. Where offices or administrative units are located at different places or at divisional or sub-divisional level, the Internal Committee shall be constituted at all such administrative units or offices.
Legal reference
Section 4(2) - Composition of Internal Committee
Refer to Section 4(2), POSH Act, 2013
The Internal Committee shall consist of: (a) a Presiding Officer who is a senior-level woman employee; (b) not less than two employee members, preferably committed to the cause of women or having social-work experience or legal knowledge; and (c) one external member from an NGO or association committed to the cause of women, or a person familiar with issues relating to sexual harassment. At least one-half of the total members nominated must be women.
Legal reference
Section 4(2)(c) and proviso - External member and women members
Refer to Section 4(2)(c), POSH Act, 2013
One member shall be selected from a non-governmental organisation or association committed to the cause of women, or shall be a person familiar with issues relating to sexual harassment. The proviso to section 4(2) requires at least one-half of the total members nominated to be women.
Legal reference
Section 4(2)(a) - Presiding Officer
Refer to Section 4(2)(a), POSH Act, 2013
The Presiding Officer shall be a woman employed at a senior level at the workplace. If a senior-level woman employee is unavailable, she may be nominated from another office or administrative unit; if unavailable there as well, from another workplace of the same employer or another department or organisation.
Legal reference
Section 4(2)(c) and proviso - External member and women members
Refer to Section 4(2)(c), POSH Act, 2013
One member shall be selected from a non-governmental organisation or association committed to the cause of women, or shall be a person familiar with issues relating to sexual harassment. The proviso to section 4(2) requires at least one-half of the total members nominated to be women.
Support to Aggrieved Woman
Assess the accessibility, timeliness, confidentiality, protection, and support available to an aggrieved woman.
Legal reference
Rule 7(2) - Copy of complaint to respondent
Refer to Rule 7(2) of POSH Act, 2013
On receiving the complaint, the Complaints Committee shall send one copy of the complaint and supporting material to the respondent within seven working days.
Legal reference
Section 16 - Confidentiality
Refer to Section 16, POSH Act, 2013
The complaint contents; identities and addresses of the aggrieved woman, respondent and witnesses; information concerning conciliation and inquiry proceedings; recommendations of the Internal or Local Committee; and action taken by the employer or District Officer must not be published, communicated or made known to the public, press or media. Information about justice secured may be disseminated only without details capable of identifying the aggrieved woman or witnesses.
Legal reference
Section 12 - Interim relief during inquiry
Refer to Section 12, POSH Act, 2013
During an inquiry, and on the written request of the aggrieved woman, the Internal or Local Committee may recommend: transfer of the aggrieved woman or respondent to another workplace; leave for the aggrieved woman for up to three months; or other prescribed relief. Such leave is additional to her normal leave entitlement. The employer must implement the recommendation and report implementation to the Committee.
Legal reference
Section 19(g) - Assistance for criminal complaint
Refer to Section 19(g), POSH Act, 2013
Every employer shall provide assistance to the woman if she chooses to file a complaint concerning an offence under the Indian Penal Code or any other law in force.
Legal reference
Section 19(c) - Awareness and IC orientation
Refer to Section 19(c), POSH Act, 2013
Every employer shall organise workshops and awareness programmes at regular intervals to sensitise employees to the Act, and orientation programmes for members of the Internal Committee, in the prescribed manner.
Awareness and Training
Confirm whether the Internal Committee and employees receive regular and appropriate training.
Legal reference
Section 19(c) - Awareness and IC orientation
Refer to Section 19(c), POSH Act, 2013
Every employer shall organise workshops and awareness programmes at regular intervals to sensitise employees to the Act, and orientation programmes for members of the Internal Committee, in the prescribed manner.
Legal reference
Section 19(c) - Awareness and IC orientation
Refer to Section 19(c), POSH Act, 2013
Every employer shall organise workshops and awareness programmes at regular intervals to sensitise employees to the Act, and orientation programmes for members of the Internal Committee, in the prescribed manner.
Employer's Responsibility
Review inquiry timelines, recordkeeping, reporting, workplace safety, disciplinary action, and periodic audits.
Legal reference
Section 11(4) - Inquiry timeline
Refer to Section 11(4), POSH Act, 2013
The inquiry into the complaint shall be completed within ninety days.
Legal reference
Section 13(4) - Action on recommendations
Refer to Section 13(4), POSH Act, 2013
The employer or District Officer shall act upon the Committee's recommendation within sixty days of receiving it.
Legal reference
Section 16 - Confidentiality
Refer to Section 16, POSH Act, 2013
The complaint contents; identities and addresses of the aggrieved woman, respondent and witnesses; information concerning conciliation and inquiry proceedings; recommendations of the Internal or Local Committee; and action taken by the employer or District Officer must not be published, communicated or made known to the public, press or media. Information about justice secured may be disseminated only without details capable of identifying the aggrieved woman or witnesses.
Legal reference
Section 19(a) - Safe working environment
Refer to Section 19(a), POSH Act, 2013
Every employer shall provide a safe working environment at the workplace, including safety from persons who come into contact at the workplace.
Legal reference
Section 21 - Annual report by Committee
Refer to Section 21, POSH Act, 2013
Each calendar year, the Internal Committee or Local Committee shall prepare an annual report in the prescribed form and time and submit it to the employer and the District Officer. The District Officer shall forward a brief report based on annual reports received to the State Government.
Legal reference
Rule 14 - Contents of annual report
Refer to Rule 14 of POSH Act, 2013
The annual report prepared under section 21 shall state: (a) complaints received during the year; (b) complaints disposed of during the year; (c) cases pending for more than ninety days; (d) workshops or awareness programmes conducted; and (e) the nature of action taken by the employer or District Officer.
Sexual Harassment Electronic Box (SHe-Box) onboarding
Review nodal officer designation, IC details, and annual report uploads on the SHe-Box portal.
Legal reference
Supreme Court proceedings - SHe-Box compliance
Refer to Order dated 12.08.2025 in Aureliano Fernandes v. State of Goa & Ors
The checklist cites the order dated 12 August 2025 in Aureliano Fernandes v. State of Goa & Others for designation of a workplace nodal officer, updating nodal-officer and Internal Committee details for offices, and uploading annual-report information on the SHe-Box portal.
Legal reference
Supreme Court proceedings - SHe-Box compliance
Refer to Order dated 12.08.2025 in Aureliano Fernandes v. State of Goa & Ors
The checklist cites the order dated 12 August 2025 in Aureliano Fernandes v. State of Goa & Others for designation of a workplace nodal officer, updating nodal-officer and Internal Committee details for offices, and uploading annual-report information on the SHe-Box portal.
Legal reference
Supreme Court proceedings - SHe-Box compliance
Refer to Order dated 12.08.2025 in Aureliano Fernandes v. State of Goa & Ors
The checklist cites the order dated 12 August 2025 in Aureliano Fernandes v. State of Goa & Others for designation of a workplace nodal officer, updating nodal-officer and Internal Committee details for offices, and uploading annual-report information on the SHe-Box portal.
Legal reference
Supreme Court proceedings - SHe-Box compliance
Refer to Order dated 12.08.2025 in Aureliano Fernandes v. State of Goa & Ors
The checklist cites the order dated 12 August 2025 in Aureliano Fernandes v. State of Goa & Others for designation of a workplace nodal officer, updating nodal-officer and Internal Committee details for offices, and uploading annual-report information on the SHe-Box portal.
Legal reference
Supreme Court proceedings - SHe-Box compliance
Refer to Order dated 12.08.2025 in Aureliano Fernandes v. State of Goa & Ors
The checklist cites the order dated 12 August 2025 in Aureliano Fernandes v. State of Goa & Others for designation of a workplace nodal officer, updating nodal-officer and Internal Committee details for offices, and uploading annual-report information on the SHe-Box portal.
Overall compliance
Compliance summary
Scores are calculated from Yes / No answers. N/A items are ignored.
Section scores
Section A - POSH Policy and compliance regarding Internal Committee (IC)
-Section B - Support to Aggrieved Woman
-Section C - Awareness and Training
-Section D - Employer's Responsibility
-Section E - Sexual Harassment Electronic Box (SHe-Box) onboarding
-Download & email your report
The POSH compliance assessment is complete. The report is available for preview, download, and email delivery.
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Preview & download PDF
Access the full compliance report in print-ready PDF format.
Preview and downloadEmail report
The PDF report will be delivered to the email address provided.
About the Free POSH Audit Tool
The Free POSH Audit Tool by eLearnPOSH is an online self-assessment designed to help organisations evaluate their current POSH compliance status.
The tool assesses key areas under the POSH Act, 2013 and the SHe-Box PoSH Voluntary Compliance Checklist. Once the assessment is completed, it generates an overall POSH compliance score and a downloadable PDF report showing compliant and non-compliant responses.
This enables HR, legal, compliance and Internal Committee teams to identify potential compliance gaps that may require further internal review.
FAQ
1. Why Use the Free POSH Audit Tool?
- Free online POSH self-assessment
- No registration required
- Instant POSH compliance score
- Clear Yes, No and N/A summary
- Question-wise compliance status
- Identification of potential compliance gaps
- Downloadable PDF POSH audit report
- No personal information collected or stored
2. What Does the POSH Audit Report Include?
The downloadable PDF report includes the organisation details entered during the assessment, the overall POSH compliance score, the total number of Yes, No and N/A responses, and the compliance status for each question.
It helps organisations identify responses marked as non-compliant and highlight potential compliance gaps for further internal review.
This accurately reflects the sample report, which provides an overall percentage, a Yes/No/N/A summary, and question-wise “Compliant” or “Not compliant” status.
3. Does the Report Provide Legal Advice or Recommendations?
No. The report provides a POSH compliance score and question-wise compliance status based on the responses submitted. It does not constitute legal advice, compliance certification or detailed corrective recommendations.