1) Internal Committee (IC) details Your IC must be correctly constituted under the Act. Keep ready: Presiding Officer (senior woman employee) At least two internal members One external member with relevant experience Incorrect composition is one of the fastest ways to fail POSH Compliance expectations.
2) Complaints received and disposed of during the year You must report: Total complaints received Number resolved/disposed Number pending for more than 90 days. Even if there were no complaints, your “nil” reporting must be explicit and consistent with your internal records.
3) Inquiry status and action taken Where complaints exist, ensure your Annual Return reflects: Whether inquiries were completed within timelines Recommendations issued by the IC Actions taken by the employer This is where POSH Compliance becomes evidence-led: your reporting must match your case files.
4) Awareness initiatives and training records Maintain clear proof of sensitisation and training across the year, dates, attendance and format. Regulators increasingly expect documented Posh compliance training, not just a policy PDF.
5) Employer declaration The filing includes a declaration confirming adherence to the Act. Make sure it’s backed by documentation, not assumptions. This is the baseline for POSH Compliance India reporting and the standard you’ll be measured against.