The Internal Committee (IC) is one of the most critical requirements under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act). Every organization with 10 or more employees is legally required to constitute an Internal Committee to receive, investigate, and resolve complaints of sexual harassment in a fair, confidential, and timely manner.
An effective Internal Committee not only ensures legal compliance but also strengthens employee trust and promotes a safe, respectful workplace.
What Is an Internal Committee (IC)?
The Internal Committee is a statutory body constituted within an organization to address complaints related to sexual harassment at the workplace. It functions as an independent and impartial committee responsible for conducting inquiries in accordance with the provisions of the POSH Act.
The IC serves as the first point of contact for employees seeking redressal and plays a key role in maintaining workplace dignity and fairness.
Is It Mandatory to Constitute an Internal Committee?
Yes. Under the POSH Act, every employer with 10 or more employees must establish an Internal Committee at each office or administrative unit.
Failure to constitute an IC can lead to penalties, legal action, and reputational damage for the organization.
Composition of the Internal Committee
The POSH Act prescribes a specific structure for the Internal Committee to ensure impartiality and diversity.
1. Presiding Officer
The Presiding Officer must be a senior woman employee of the organization. She heads the Internal Committee and oversees the inquiry process.
2. Two Employee Members
The committee should include at least two employees who are committed to women's causes or possess experience in social work, legal matters, HR, or employee welfare.
3. External Member
An external member is mandatory and must be nominated from an NGO, association, or an individual familiar with issues relating to sexual harassment or women's rights.
The presence of an external member ensures neutrality and enhances the credibility of the inquiry process.
Key Rules for the Internal Committee
To function effectively and remain compliant with the POSH Act, organizations should follow these important rules:
- At least 50% of the committee members must be women.
- The tenure of the committee members can be up to three years.
- The Internal Committee has powers similar to those of a civil court while conducting inquiries, including summoning witnesses and examining evidence.
- Any member found guilty of misconduct, bias, or breach of confidentiality may be removed from the committee in accordance with the provisions of the Act.
The Internal Committee Is an Independent Body
Although the Internal Committee is constituted by the employer, it is not a department of the HR team or management.
The IC is an independent statutory body that must conduct inquiries objectively, maintain confidentiality, and provide recommendations based solely on facts and evidence.
Organizations should avoid influencing the committee's proceedings, as doing so may compromise the integrity of the inquiry.
Responsibilities of the Internal Committee
The Internal Committee is responsible for:
- Receiving complaints of sexual harassment.
- Conducting fair and impartial inquiries.
- Maintaining strict confidentiality.
- Recording statements and examining evidence.
- Recommending appropriate action to the employer.
- Promoting awareness of POSH compliance within the organization.
An efficient IC contributes significantly to a transparent and trustworthy grievance redressal system.
Why a Well-Functioning IC Matters?
A properly constituted and trained Internal Committee helps organizations:
- Ensure compliance with the POSH Act.
- Build employee confidence in the grievance process.
- Resolve complaints fairly and efficiently.
- Reduce legal and reputational risks.
- Foster a culture of dignity, respect, and accountability.
An active and knowledgeable IC is essential for creating a safe workplace where employees feel heard and protected.
How 
Can Help You?
At BizGlobal, we provide end-to-end POSH compliance services to help organizations establish and manage an effective Internal Committee in accordance with the POSH Act.
Our services include:
- Formation and constitution of Internal Committees (IC)
- Appointment and onboarding guidance for External Members
- Drafting POSH Policies and Internal Committee charters
- POSH compliance audits
- Complaint handling and inquiry process advisory
- Annual compliance support
- Documentation and legal guidance
We also provide professional POSH Training for employees, HR professionals, managers, leadership teams, and Internal Committee members. Our customized training programs equip organizations with the knowledge and practical skills required to prevent workplace harassment and maintain full compliance with the POSH Act.
Conclusion
The Internal Committee is the foundation of an organization's POSH compliance framework. A properly constituted and well-trained IC ensures that complaints are addressed fairly, confidentially, and in accordance with the law, helping organizations create safer and more inclusive workplaces.
Need expert assistance with POSH compliance?
Contact BizGlobal today at +91-7982729187 and get your Internal Committee constituted, POSH policy drafted, compliance requirements managed, and professional POSH training delivered by experienced experts.