Metrolabs delivers structured POSH training programs aligned with statutory mandates, judicial guidelines and corporate governance standards — enabling organisations to build legally compliant, audit-ready and professionally governed grievance redressal systems.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 places a direct statutory responsibility on every organisation in India to establish effective prevention, redressal and governance mechanisms for workplace misconduct. For enterprises today, POSH compliance is not merely a legal checkbox — it is a critical pillar of corporate governance, regulatory risk management and employer brand credibility.
Metrolabs Services Pvt. Ltd. delivers a structured, audit-aligned POSH governance framework that integrates legally compliant policy architecture, role-based behavioural sensitisation, Internal Committee (ICC) operational readiness and disciplined statutory reporting. Our delivery model is designed to ensure organisations achieve demonstrable compliance while strengthening leadership accountability, workforce confidence and inspection readiness.
Built for modern, multi-location and digitally enabled organisations, the Metrolabs POSH framework aligns statutory compliance with HR governance, digital documentation, internal audits and leadership oversight — ensuring sustained compliance, litigation resilience and long-term reputational protection.
Our POSH framework delivers end-to-end enablement across statutory compliance, behavioural sensitisation and governance operations — designed for modern, multi-location and digitally governed organisations.
Structured, legally aligned POSH programs delivered across employee categories to ensure consistent understanding of conduct standards, reporting mechanisms and workplace ethics.
Comprehensive ICC operational enablement to ensure independence, procedural correctness and statutory defensibility across all complaint proceedings.
Comprehensive compliance assurance through POSH policy drafting, historical case review and statutory documentation audits.
A structured, inspection-ready lifecycle designed to embed POSH compliance into organisational governance, documentation discipline and leadership oversight.
Evaluation of existing POSH policies, ICC constitution, prior awareness programs, historical complaints and documentation maturity to establish the current risk posture.
Design of role-based POSH frameworks for employees, people managers, leadership and ICC members aligned with industry, workforce composition and organisational risk exposure.
Structured onsite or virtual delivery through scenario-based learning, leadership simulations, case analysis and assessment-driven knowledge validation.
Enablement of ICC governance operations, secure documentation frameworks, statutory reporting discipline and continuous compliance monitoring for inspection readiness.
Non-compliance with the POSH Act exposes organisations, directors and senior leadership to statutory penalties, regulatory sanctions, litigation risk and irreversible reputational damage. POSH is now a core component of enterprise risk governance.
A documented POSH framework, trained Internal Committee and audit-ready reporting mechanism are no longer best practices — they are statutory and governance imperatives for every employer.
POSH awareness is statutorily mandatory across all levels of the organisation. Training coverage must be uniform to ensure enforceable compliance and audit defensibility.
Mandatory sensitisation on workplace conduct, boundaries, reporting mechanisms and legal safeguards for all permanent, contractual and temporary staff.
Enhanced accountability training covering supervisory duties, complaint escalation, victim protection and non-retaliation responsibilities.
Governance-level orientation on statutory liability, board oversight, regulatory exposure and organisational risk management under POSH.
Intensive procedural training on complaint handling, inquiry conduct, evidence evaluation, reporting, confidentiality and legal defensibility.
Failure to ensure comprehensive coverage across all organisational levels may expose employers to adverse findings during labour inspections and court proceedings.
Each engagement concludes with structured, legally defensible and inspection-ready documentation to ensure sustained POSH compliance.
Digitally verifiable attendance records and individual participation certificates to establish proof of statutory awareness compliance.
Statutorily compliant POSH policy, inquiry SOPs and escalation workflows aligned with judicial guidelines and labour regulations.
Ready-to-use ICC constitution orders, case registers, inquiry templates, confidentiality undertakings and resolution formats.
Statutory annual POSH reporting formats aligned with district officer submission requirements and internal audit standards.
Step-by-step inquiry procedures covering complaint intake, evidence evaluation, hearing management, findings and closure reporting.
Consolidated compliance evidence pack with policies, registers, training records and ICC reports for labour inspections and due diligence.
These deliverables collectively establish documentary defence against regulatory action, litigation exposure and adverse compliance findings.
Our POSH enablement model is designed for enterprises that require legally defensible, audit-aligned and governance-driven compliance — not just one-time training.
Every engagement is mapped to statutory requirements, labour inspection checklists and internal audit controls to ensure sustained, provable compliance.
All policies, SOPs and inquiry processes are vetted against current judicial precedents and statutory interpretations under the POSH Act.
Proven delivery across large, multi-location organisations with complex workforce structures, remote teams and regulated operating environments.
We deliver a complete compliance evidence pack structured for immediate presentation during labour inspections, audits and legal proceedings.
This integrated governance-first approach ensures that POSH compliance becomes a permanent, defensible part of organisational risk management — not a periodic formality.
A structured, time-bound execution model designed to ensure rapid compliance enablement without operational disruption.
Review of existing POSH policy, ICC constitution, past complaint records and documentation maturity to establish the enterprise risk baseline.
POSH policy updates, SOP deployment, ICC constitution validation, role clarity and operational readiness configuration.
Employee awareness programs, manager sensitisation and ICC procedural training with assessments and attendance validation.
Delivery of statutory documentation, audit-ready compliance dossier, annual report templates and formal project closure.
Engagement timelines may vary based on workforce size, location count, regulatory history and existing maturity of compliance infrastructure.
Key statutory, audit and governance questions commonly raised by HR heads, compliance officers, legal teams and senior management.