Maharashtra Women's Commission Orders Statewide PoSH Act Audit
30 Day Compliance Deadline for Government, Semi Government and Private Establishments
The Maharashtra State Commission for Women has directed authorities across the state to conduct a special audit within 30 days to verify the effective implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, widely known as the PoSH Act.
The directive follows multiple complaints and review reports highlighting serious gaps in PoSH compliance across several government, semi government and private establishments.
Key Details of the 2026 PoSH Audit Directive
Deadline: A detailed audit report must be submitted within one month, approximately by April 1, 2026.
Scope: The audit will cover all government, semi government and private workplaces in Maharashtra.
Focus Areas: Verification of functioning Internal Committees, training of members, submission of annual reports and installation of mandatory awareness display boards.
Consequences: Legal action may be initiated against establishments that have failed to form or properly constitute Internal Committees.
Mandate Basis: The directive follows a Government Resolution issued on August 22, 2025 mandating regular PoSH compliance audits.
Commission Directs Immediate Action on Internal Committees
Maharashtra State Commission for Women Chairperson Rupali Chakankar has directed divisional commissioners and district collectors to ensure that Internal Committees are properly constituted and functioning in every workplace.
Authorities have been instructed to immediately establish Internal Committees wherever they are absent. Failure to do so may result in strict legal action against responsible officials and institutions.
The audit has been initiated after statewide inspections revealed that several establishments either did not have Internal Committees or had committees that existed only on paper without performing their responsibilities effectively.
Major Compliance Gaps Identified
Internal Committees not constituted in several establishments
Committees existing only on paper without proper functioning
Lack of training for Internal Committee members
Failure to submit mandatory Annual PoSH Reports
Absence of awareness display boards in workplaces
Comprehensive Audit Reports Required
Under the audit exercise, every office must prepare a detailed Internal Committee Audit Report covering:
Constitution and establishment orders of the Internal Committee
Number of complaints received and pending
Action taken reports and implementation of decisions
Annual reporting compliance
Workplace awareness initiatives undertaken
Authorities have also been instructed to rectify deficiencies immediately by forming or strengthening Internal Committees wherever required.
Consequences of Non Compliance
Failure to comply with PoSH Act reporting requirements may attract legal penalties. Organizations that fail to file the mandatory Annual Report under the PoSH Act may face:
A monetary penalty of Rs. 50,000 for the first instance of non compliance
Stricter consequences for repeated violations
Possible cancellation of licenses or registrations
Restriction from conducting further business activities
Immediate Action Points for Organizations
Ensure proper constitution of the Internal Committee as per PoSH law
Conduct training and capacity building for committee members
Maintain proper documentation and annual reporting
Promote workplace awareness and communication of PoSH policies
Karma Management Global POSH Compliance Support
Karma Management Global Consulting Solutions provides end to end support to organizations for PoSH compliance, including handling procedural requirements, documentation formats and training assistance under labour law frameworks.
Organizations seeking guidance for Internal Committee formation, reporting compliance and policy implementation can rely on our experienced team for structured and reliable assistance.
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This directive serves as an important reminder that PoSH compliance is not merely a formality. It is a legal responsibility and a crucial step in ensuring a safe and respectful workplace for women across organizations.
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