A comprehensive audit of workplace compliance with the law prohibiting the sexual harassment of women at work (act of 2013) has been directed by the Maharashtra State Commission for Women, who are asking all government, semi-government, and private workplaces to review their current state of compliance with the law. The purpose of this audit is to ensure that the statutory mechanisms regarding the prevention of sexual harassment of women are both available and functional.
Ms. Rupali Chakankar, Chairperson of the Commission, has also given orders to all Divisional Commissioners and District Collectors to implement the audit and supply the Commission with a consolidated report on compliance with the provisions of the law within 30 calendar days.
The purpose of the audit is to identify areas of weakness in implementing the provisions of the law. The Commission’s decision to conduct an audit follows insights from visits, complaints, and reports from the Commission’s own staff regarding significant issues pertaining to the implementation of the Act. Some offices were found to be in outright violation of the law, and others had ineffective or dormant IC’s.
Key issues documented:
- Multiple Offices Lacking Internal Committee Groups
- The presence of Internal Committee Groups only as a matter of record, without any method of operation.
- Lack of awareness and lack of training for the member(s) of the committee(s).
- Annual Report Submission Under the POSH Act Has Not Happened.
- No Display of Mandatory Signage for Awareness at the Workplace.
Officials are tasked with reviewing not only whether a committee exists, but whether or not it is functioning properly within the statutory requirements and is effective in the manner that it’s intended.
30-Day Audit
Under the audit plan for all the offices, you will be required to provide a detailed Internal Committee Audit Report (ICAR) related to the compliance with the POSH Act; the audit will assess the following issues:
- The formation, composition and structure of your Internal Committee(s)
- The number of complaints received, resolved and pending
- Actions taken regarding complaints
- Level of awareness within the workplace and the effectiveness of the workplace awareness programs
- Annual POSH Report Submission
- Number of Required Awareness Display Boards/Notices Displayed At The Workplace
This detailed approach will provide a clear picture of how each workplace within the State is implementing the POSH Act law in the letter of the law as well as in the spirit of the law.
read more: Abu Dhabi announces free stay for stranded travellers
Strict Warnings and Legal Consequences
The Commission has made it abundantly clear that if you do not follow the rules of the audit or the provisions of POSH Act, you could be subject to severe consequences such as legal action against yourself or your place of business.
If there are no Internal Committees or if there are Internal Committees that are not fully functioning, government officials have been directed to ensure that one is put in place without delay, that the members are trained, and that appropriate enforcement measures will be taken, potentially even legal action under the Act.
History of POSH Accountability on a Systemic Level
The 30-day audit initiative builds on work done by the MSCW over several years to create a systematic focus on compliance with the POSH and make it a priority across all workplaces. The MSCW also encouraged the Maharashtra State Government last year to create a mandatory system for auditing POSH compliance as part of the regulatory framework for creating safe work environments similar to what is done with regard to financial audits or safety audits. The Government issued a resolution in August 2025 in support of this regulatory need.
Chairperson Chakankar indicated that there were still discrepancies regarding the requirement for an Internal Committee at certain levels of employment and that through this audit, they will be able to determine if working women in the state of Maharashtra are benefiting from a safe and secure work environment.
Voices from the Field: Administrative and Workplace Reactions
District and divisional officials have started deploying resources to perform audits using local administrative resources to gather, check, report on compliance data. Workplaces of all types (city hall, private businesses) are evaluating their compliance and taking corrective action when non-compliance has been found. While some employers are enthusiastic about the opportunity to create a culture of safety at work, others are rushing to meet short deadlines.
HR professionals and advocates for gender rights have praised the action as a positive response to improving workplaces by encouraging more frequent audits. They say periodic audits will compel companies to look at POSH compliance not just as something that is required by law, but as a fundamental aspect of workplace governance.
Possible Wider Implications: Setting a Trend for Other States
If Maharashtra can get results through this approach, other states will have an example to follow, and it will further establish the role of conducting systematic audits to ensure that laws designed to protect women in the workplace are not only adhered to but are also enforced on a daily basis. It could also lead to more significant conversations about workplace safety standards throughout the country and increase accountability related to enforcement mechanisms within the POSH framework.
