While many organizations are familiar with the Internal Committee (IC) under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act), not every workplace has enough employees to constitute one. To ensure that women working in smaller establishments and the unorganised sector are equally protected, the Act provides for the Local Complaints Committee (LCC).
The LCC acts as an independent grievance redressal body, ensuring that every woman has access to justice, regardless of where she works.
What Is the Local Complaints Committee (LCC)?
The Local Complaints Committee (LCC) is a statutory body established under the POSH Act to receive and inquire into complaints of sexual harassment from women working in establishments where an Internal Committee does not exist.
The LCC ensures that women employed in the unorganised sector, domestic work, and small businesses receive the same legal protection as those working in larger organizations.
Why Is the LCC Important?
Many workplaces in India employ fewer than ten people and are therefore not required to constitute an Internal Committee. Without the LCC, women working in these establishments would have limited access to a formal complaint mechanism.
The LCC bridges this gap by providing an accessible, impartial, and legally recognized forum for addressing workplace sexual harassment complaints.
Who Can Approach the Local Complaints Committee?
A woman may file a complaint before the LCC in the following situations:
1. The Employer Has Fewer Than 10 Employees
If an establishment employs less than ten employees, it is not required to constitute an Internal Committee. In such cases, complaints can be filed directly with the LCC.
2. The Complaint Is Against the Employer
Where the allegation of sexual harassment is against the employer, owner, or head of the organization, the complaint is made directly to the Local Complaints Committee to ensure fairness and impartiality.
3. The Workplace Has No Internal Committee
If an organization that is legally required to constitute an Internal Committee has failed to do so, the aggrieved woman may approach the LCC for redressal.
Where Is the LCC Constituted?
The Local Complaints Committee is constituted at the District Level by the District Officer, as prescribed under the POSH Act.
This ensures that women across urban and rural areas have access to a statutory complaint mechanism irrespective of their employer's size or resources.
Composition of the Local Complaints Committee
The POSH Act prescribes a balanced composition for the LCC to ensure expertise, fairness, and representation.
The Committee generally includes:
- A Chairperson who is an eminent woman committed to the cause of women.
- One Woman Member working in the field of social welfare or women's empowerment.
- Two Members from Non-Governmental Organizations (NGOs) or associations committed to women's rights or familiar with issues relating to sexual harassment.
- At least one member belonging to the Scheduled Castes (SC), Scheduled Tribes (ST), Other Backward Classes (OBC), or Minority community, ensuring diversity and inclusive representation.
Which Workers Benefit from the LCC?
The Local Complaints Committee primarily serves women working in:
- Small establishments employing fewer than ten people
- Domestic work
- Home-based employment
- Agriculture and rural occupations
- Shops and small businesses
- Informal and unorganised sectors
- Contract and casual employment
- Other workplaces where an Internal Committee is unavailable
The LCC plays a crucial role in extending workplace safety to millions of women employed outside the formal corporate sector.
Why Awareness About the LCC Matters?
Despite its importance, many employees and employers are unaware of the existence of the Local Complaints Committee. This lack of awareness often prevents eligible women from seeking legal remedies.
Organizations, NGOs, educational institutions, and employers should actively educate workers about the availability of the LCC and the protections provided under the POSH Act.
How 
Can Help You?
At BizGlobal, we assist organizations, institutions, and employers in understanding and complying with every aspect of the POSH Act, including matters relating to the Internal Committee (IC) and Local Complaints Committee (LCC).
Our services include:
- POSH Policy drafting and implementation
- Constitution and guidance for Internal Committees (IC)
- Advisory on Local Complaints Committee (LCC) procedures
- POSH compliance audits
- Complaint handling and inquiry support
- Annual compliance assistance
- Legal documentation and compliance advisory
- End-to-end POSH consultancy for startups, MSMEs, corporates, educational institutions, NGOs, and unorganised sector employers
We also provide professional POSH Training for employees, HR teams, managers, Internal Committee members, and leadership teams. Our practical training programs help organizations build awareness, prevent workplace harassment, and remain fully compliant with the POSH Act.
Conclusion
The Local Complaints Committee is an essential pillar of the POSH Act, ensuring that women working in small establishments and the unorganised sector have equal access to justice and workplace protection. By extending the reach of the law beyond large organizations, the LCC reinforces the principle that every woman deserves a safe, dignified, and harassment-free work environment.
Need expert assistance with POSH compliance?
Contact BizGlobal today at +91-7982729187 and get your POSH policy, Internal Committee setup, LCC guidance, compliance advisory, documentation, and professional POSH training handled by experienced experts.