Compliance & Legal Services

Compliance Services

Organizations that align with POSH are catalyst for Change!

PoSH Compliance Solutions

Our tailored programs are crafted to educate employees, management, and stakeholders on the nuances of the PoSH Act. These sessions delve into legal intricacies and gender perspectives, fostering awareness and understanding across the organization. We assist in policy formulation and review to ensure they align with legal stipulations and create an environment conducive to preventing and addressing workplace harassment.

Audit Assistance and Annual Returns

UBelong Consulting provides comprehensive assistance in compiling annual returns and conducting audits as per legal requirements. Our meticulous approach ensures accurate and up-to-date documentation, aiding organizations in fulfilling statutory obligations effortlessly.

Training for Internal Committee (IC) Members

Recognizing the critical role of the IC in handling complaints, we offer specialized training sessions. These workshops equip committee members with the necessary skills, knowledge, and protocols for handling harassment cases sensitively, effectively, and in compliance with legal requirements.

Empanelment for Third-Party External Members

We facilitate the selection and empanelment of external members for the IC, ensuring unbiased and fair resolution of complaints. Our expertise in this area guarantees the engagement of competent and impartial professionals, bolstering the IC's effectiveness.

At UBelong Consulting, our commitment to compliance goes beyond meeting legal obligations. We aim to create workplaces where every individual feels secure, respected, and empowered. Through our comprehensive suite of Compliance and Legal Services, we ensure organizations uphold the highest standards of legality, ethics, and workplace dignity. 

Got questions?

All organizations (whether public or private) having 10 or more employees (whether permanent, temporary, ad-hoc, consultants, interns or contract workers irrespective of gender) are mandated under Law to comply with certain requirements laid down under the POSH Act. This Law also lays down the redressal mechanism wherein the aggrieved person can file a sexual harassment complaint with the Internal Committee of the organization

Sexual Harassment is a very sensitive topic of discussion. There are many misconceptions about the law and its purpose. Most employees have questions that they hesitate to ask. These can be sensitively answered by our Expert Trainers while having an in-person session. This will help organizations prevent cases of Sexual Harassment and create a safe workplace

Yes, even if there are no full-time women employees, the Posh LAW is still applicable.

Yes. One Member from amongst non-governmental organizations (NGO) or associations committed to the cause of women or a person familiar with the issues relating to sexual harassment (“External Member”)

The LAW requires the complaint in writing. The Internal Committee can assist the aggrieved woman in drafting a complaint.

CEO, Managing Director, Proprietor, Managing Partner, Directors, owners of business and all such parties who construe as ‘Employers’ would be held responsible for POSH non compliance.

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