Payroll Outsourcing

The Government of Odisha Vide No.8393, has released the Odisha Minimum Wages Notification (Oct 2026). Please refer the notification for more details.

Click here to read the notification.

Please take a printout of the enclosed minimum wage revision circular and prominently display it at the entrance of the office/factory premises so that all employees can easily read it.

SHe-Box Registration and POSH Compliance: A Practical Guide for Employers in India

Introduction
The Government of India has strengthened the digital framework for implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”) through the SHe-Box (Sexual Harassment Electronic Box) Portal. The SHe-Box Portal was launched by the Ministry of Women and Child Development (MWCD) on 29 August 2024 as a centralised digital platform for facilitating the reporting and monitoring of workplace sexual-harassment complaints and for maintaining information relating to Internal Committees (ICs) and Local Committees (LCs). The platform is relevant not only from the perspective of complaint management but also from an employer's broader POSH compliance perspective. The Ministry has stated that SHe-Box enables workplaces to upload compliance-related information, including committee details, annual reports, and awareness and training initiatives.

For employers, therefore, SHe-Box registration should be viewed as part of a broader and continuing POSH compliance framework rather than as a one-time registration exercise.

1. What is SHe-Box?
SHe-Box stands for Sexual Harassment Electronic Box.
It is a Government of India digital platform developed by the Ministry of Women and Child Development to facilitate the implementation of the POSH framework.
The portal provides a centralised system through which information relating to Internal Committees and Local Committees can be maintained and through which an aggrieved woman may submit a workplace sexual-harassment complaint. The Government has stated that the portal covers workplaces across the government and private sectors and provides a mechanism for complaints to be directed to the concerned Internal Committee or Local Committee.

The Ministry's current website continues to provide access to SHe-Box and describes the portal as a live Government initiative for workplace-related sexual-harassment complaints.

2. Who needs to comply with the POSH Act?
The POSH Act applies broadly to workplaces in the public and private sectors.
An employer is required to constitute an Internal Committee (IC) where the workplace has 10 or more employees/workers, subject to the statutory framework. Where the organisation has fewer than ten workers, or where the complaint is against the employer himself/herself, the Act provides for the role of the Local Committee constituted by the appropriate Government.

Accordingly, employers should first assess whether their organisation and individual establishments/workplaces fall within the applicable POSH requirements.

3. SHe-Box Registration – What should an Employer do?
An employer should ensure that the relevant organisation/workplace information is correctly registered and updated on the SHe-Box Portal.
The information should be consistent with the organisation's actual POSH records, particularly:

• Name and details of the organisation;
• Workplace/establishment details;
• Internal Committee constitution;
• Presiding Officer and other IC members;
• Contact details of the relevant persons;
• Applicable jurisdictional information; and
• Other information required by the portal.

The employer should also ensure that changes in the Internal Committee are appropriately reflected.
For example, if an IC member resigns and a new member is appointed, the organisation should review and update the relevant SHe-Box information rather than continuing with outdated committee particulars.

4. Registration is not the end of POSH compliance
One of the most important points for employers is that SHe-Box registration should not be treated as a one-time compliance activity. Registration is only one component of the overall POSH compliance framework.

The employer must continue to comply with the substantive requirements of the POSH Act and Rules, including:

1. Constitution and maintenance of the Internal Committee;
2. Display and dissemination of the POSH policy;
3. Awareness and sensitisation of employees;
4. Orientation and capacity building of IC members;
5. Proper handling and inquiry of complaints;
6. Maintenance of appropriate records;
7. Preparation of applicable annual reporting;
8. Cooperation with the appropriate Government/authorities; and
9. Timely updating/reporting of relevant information through the applicable SHe-Box mechanism.

The Ministry of Women and Child Development specifically identifies workshops and awareness programmes as part of effective implementation of the POSH framework.

5. Orientation and Capacity Building of Internal Committee Members
The Internal Committee plays a central role in the POSH compliance framework.

Accordingly, IC members should receive appropriate orientation, training and capacity-building so that they understand:

• The provisions of the POSH Act;
• Their statutory roles and responsibilities;
• The procedure for receiving and handling complaints;
• Principles of natural justice;
• Confidentiality requirements;
• Inquiry procedures;
• Documentation and record keeping;
• Rights of the complainant and respondent;
• Timelines applicable to proceedings; and
• The role of the IC in creating a safe workplace.

The POSH Rules specifically contemplate orientation programmes, seminars and capacity-building/skill-building programmes for Internal Committee members.

What if a new IC member is appointed?
Whenever there is a material change in the constitution of the IC, particularly where a new member is inducted, the organisation should ensure that the new member receives appropriate orientation and understands the statutory responsibilities attached to the position. It is therefore advisable not to wait for the next annual training cycle where a new IC member has joined.

6. Employee Awareness and Sensitisation Programmes
POSH compliance is not limited to training the Internal Committee.
Employees should also be made aware of:

• What constitutes sexual harassment;
• The organisation's POSH policy;
• The complaint mechanism;
• The role of the Internal Committee;
• The rights of an aggrieved woman;
• The responsibilities of employees;
• Confidentiality requirements; and
• The consequences of prohibited conduct.

The POSH Rules expressly provide for employee awareness programmes and sensitisation regarding the provisions of the Act.

Frequency of awareness programmes
From a practical compliance perspective, organisations should consider their employee strength, geographical spread, induction cycle and attrition levels while determining the frequency of awareness programmes.
Where an organisation has high employee attrition or a large employee base, conducting awareness programmes at more frequent intervals can help ensure that newly inducted employees are covered.
For organisations with significant employee movement, a quarterly awareness/sensitisation cycle may be adopted as a good compliance practice, particularly where required by the organisation's employee strength and attrition profile.

This should be viewed as a compliance-management approach rather than as a substitute for any specific statutory requirement.

7. Do not wait until the end of the year to update SHe-Box
This is an important practical compliance point.
Where the SHe-Box portal provides for reporting/uploading of information relating to awareness and training activities, employers should maintain the information contemporaneously.
In other words, employers should not maintain all training information internally throughout the year and wait until the end of the year to update the portal, wherever the portal permits or requires earlier updating.

Example
Suppose an organisation conducts an employee POSH awareness programme in March.

The organisation should:

1. Conduct the programme;
2. Maintain the attendance and supporting records;
3. Record the date and nature of the programme;
4. Preserve the relevant training material/documentation; and
5. Update/upload the applicable information on SHe-Box in March itself, rather than waiting until the end of the year.

Similarly, if an IC capacity-building programme is conducted in June, the corresponding information should be updated promptly after the programme, subject to the functionality and reporting fields available on the portal.
The objective should be to keep the organisation's digital compliance record aligned with the activities actually undertaken during the year.
The Government has specifically stated that SHe-Box enables workplaces to upload compliance-related information, including awareness and training initiatives.

8. Annual Reporting under the POSH Framework
The annual reporting mechanism remains an important component of POSH compliance.

The POSH Rules prescribe the information to be included in the annual report, including matters such as:

• Number of complaints received;
• Number of complaints disposed of;
• Number of cases pending for more than 90 days;
• Number of workshops or awareness programmes conducted; and
• Nature of action taken by the employer/District Officer, as applicable.

Therefore, employers should maintain a year-round POSH compliance tracker instead of attempting to reconstruct the year's activities immediately before the annual reporting deadline.

9. Maintain a POSH Compliance Calendar
A practical way of managing SHe-Box and POSH compliance is to maintain a central compliance calendar.

The calendar should ideally capture:

This approach helps ensure that POSH compliance is treated as a continuous governance process rather than an annual formality.

10. What records should employers maintain?
Employers should maintain appropriate evidence of POSH compliance.

Depending on the activity, this may include:

• POSH policy;
• Internal Committee constitution order;
• Details of IC members;
• IC appointment/reappointment records;
• Training and orientation material;
• Attendance sheets;
• Employee awareness programme records;
• Training photographs/screenshots, where appropriate;
• Training invitations;
• Presentations/materials used;
• Date and duration of programmes;
• Number of participants;
• SHe-Box submission/update records;
• Annual reports; and
• Other relevant compliance correspondence.

Proper documentation is particularly important because a compliance activity that cannot be demonstrated through records may become difficult to establish during an audit, inspection or regulatory inquiry.

11. What are the risks of non-compliance?
The POSH Act contains provisions relating to penalties for contravention.
The Government has reiterated that failure to implement the POSH framework can attract statutory consequences, with Section 26 providing for penalties for contravention.

The risks are not limited to monetary penalties. Inadequate POSH compliance can also create:

• Regulatory exposure;
• Reputational risk;
• Employee-relations issues;
• Litigation risk;
• Increased risk in handling workplace complaints; and
• Difficulties in demonstrating that the employer took reasonable preventive measures.

Accordingly, organisations should approach POSH compliance as an ongoing governance and risk-management responsibility.

12. SHe-Box and Confidentiality
SHe-Box is also designed to facilitate complaint management while protecting sensitive information.
The Government has stated that the portal incorporates confidentiality safeguards and that complaint information is handled through the concerned Internal/Local Committee framework.
Employers should therefore ensure that access to POSH records is restricted to authorised persons and that confidentiality requirements under the POSH framework are strictly observed.

13. A Practical SHe-Box Compliance Checklist for Employers
Before closing the compliance cycle, an employer should verify:

Organisation Level

• SHe-Box registration completed
• Login credentials securely maintained
• Organisation/workplace details verified
• IC details correctly updated
• Current IC members reflected
• POSH policy in place and disseminated

Internal Committee

• IC constitution valid and documented
• Presiding Officer appointed
• Required members appointed
• New IC members appropriately oriented
• IC capacity-building conducted
• Relevant training records maintained

Employees

• POSH awareness programme conducted
• New employees covered through appropriate induction/awareness mechanism
• Additional programmes considered where attrition is high
• Quarterly programme considered where appropriate based on workforce size/attrition
• Attendance and programme records maintained

SHe-Box / Reporting

• Compliance activities recorded
• Awareness/training information updated on SHe-Box as applicable
• Updates made promptly after programmes rather than unnecessarily deferred to year end
• Annual reporting information reconciled with internal records
• Supporting documentation preserved

Conclusion
The introduction of SHe-Box represents an important step towards strengthening the digital implementation and monitoring of the POSH framework in India.
For employers, the key message is simple: SHe-Box registration should not be treated as a one-time compliance exercise.
An effective POSH compliance framework should operate throughout the year and should cover the constitution and functioning of the Internal Committee, training and capacity building of IC members, employee awareness and sensitisation, proper documentation, complaint handling and timely reporting.
Employers should also ensure that information relating to compliance activities is kept current on the SHe-Box Portal wherever the portal requires or permits such updates. For example, where an awareness programme is conducted in March, the relevant information should be updated promptly rather than being accumulated until the end of the year.
A well-maintained POSH compliance calendar + SHe-Box records + supporting documentation can significantly improve an organisation's ability to demonstrate effective compliance with the POSH framework.
Important: This article is intended for general information and compliance-awareness purposes. Employers should assess their specific workplace structure, applicable jurisdiction and current portal requirements before relying on any particular compliance procedure.

Official Resources
The Ministry of Women and Child Development maintains the official POSH legislation and Rules on its website.
Official SHe-Box Portal
Ministry of Women and Child Development – POSH Legislation & Rules

The Ministry of Labour and Employment Vide File No.6/1/2026-VDA, has released Order regarding revision of VDA and minimum wages w.e.f 01st Oct 2026. Please refer the order for more details.

Click here to read the notification.

Please take a printout of the enclosed minimum wage revision circular and prominently display it at the entrance of the office/factory premises so that all employees can easily read it.