Rising Questions Over Workplace Safety: Are PoSH Mechanisms Failing Women?

Recent developments at Tata Consultancy Services’ office in Nashik—where multiple women employees have raised allegations of workplace misconduct—have once again sparked a nationwide conversation about the effectiveness of India’s safeguards against sexual harassment at work.

Legal expert Geetha Ramaseshan, speaking on the issue, pointed out that while the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (PoSH Act) was designed to protect employees, its on-ground implementation often falls short of expectations.

One of the biggest concerns remains underreporting. Fear of professional consequences, damage to reputation, and lack of trust in internal processes discourage many women from coming forward. In several organizations, complainants worry about subtle retaliation, isolation, or even career setbacks after filing complaints.

The PoSH framework mandates Internal Committees (ICs) within organizations to handle complaints. However, experts argue that these committees are not always fully independent. In some cases, power dynamics within companies can influence outcomes, raising doubts about fairness and transparency.

Another major issue is the lack of awareness among employees about their rights under the law. Many workplaces treat PoSH compliance as a formality, conducting minimal training sessions without ensuring employees truly understand reporting mechanisms or protections available to them.

Experts emphasize the need for stronger accountability, regular audits of Internal Committees, and external oversight to ensure unbiased investigations. Encouraging a culture of openness and safety is equally crucial so that employees feel secure enough to report misconduct without fear.

The recent case serves as a reminder that while legal frameworks exist, their success depends on effective execution and trust-building within workplaces.