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Labour Law📍 Mumbai

How do I file a sexual harassment complaint (POSH) at a Mumbai workplace?

"Safety at work is a fundamental right. If you are facing inappropriate behavior in Mumbai, the POSH Act provides a confidential and structured way to seek justice. You don't have to suffer in silence or fear for your job."

1,510 viewsVerified Answer by POSH Compliance Team✅

💡Easy Answer

Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, every organization with 10 or more employees must have an Internal Committee (IC). You should submit a written complaint to the IC within 3 months of the last incident. The law protects you from 'Retaliation'—meaning your employer cannot fire you or change your role just because you complained. In Mumbai, if your office doesn't have an IC, you can approach the 'Local Committee' at the District Collector's office. The process is quasi-judicial, confidential, and must be completed within 90 days of filing.

🚀 What you should do

  1. 1Document every incident with specific dates, times, locations, and the exact words or actions used by the harasser.
  2. 2Identify the members of your company's Internal Committee (IC); their names and contact details must, by law, be displayed on the office notice board.
  3. 3Draft a formal complaint (6 copies are usually required) describing the incidents clearly; you can also request 'Interim Relief' like a change in reporting manager or a transfer.
  4. 4Submit any digital evidence, such as WhatsApp chats, inappropriate emails, or recordings, as these are vital in 'He-said/She-said' scenarios.
  5. 5Attend the IC hearings; you have the right to cross-examine the harasser through the committee and bring witnesses who noticed the behavior.
  6. 6If HR or the IC is biased or fails to act, file an online complaint on the 'SHe-Box' portal managed by the Ministry of Women and Child Development.

📂 Useful documents

  • The formal written complaint addressed to the Presiding Officer of the Internal Committee
  • Screenshots of inappropriate messages, call logs, or CCTV requests if accessible
  • A list of 'Supporting Witnesses' (colleagues who were present or to whom you confided after the incident)
  • Employment proof (Offer letter or ID card) to establish the workplace relationship
  • Any medical records if the harassment has led to mental health issues or physical distress
Important note:

Confidentiality: The law strictly prohibits the disclosure of the identity of the complainant, the respondent, or the witnesses. Any leak by the committee can lead to heavy penalties for the company.