Mandatory constitution and registration of Internal Committee under the POSH Act, 2013 compliance directive for private establishments in Mumbai City District

Posted On - 15 May, 2025 • By - Rohitaashv Sinha

Pursuant to the provisions of Section 4 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal)Act, 2013 (“POSH Act”), it is statutorily mandated that every private establishment employing ten (10) or more employees shall constitute an Internal Committee (“IC”) to address complaints of sexual harassment at the workplace.

Further, under Section 26 of the POSH Act, non-compliance with the provisions of the Act specifically the failure to constitute such an IC renders the employer liable to penal consequences, including the imposition of a monetary fine.

In pursuance of the Central Government’s directive to ensure effective implementation of the POSH Act and to maintain institutional accountability, all qualifying private establishments are required to register the constitution of their IC on the SHE-BOX (pre Harassment Electronic Box) Portal maintained by the Ministry of Women and Child Development, Government of India.

Registration Procedure on SHE-BOX Portal

Private establishments operating within the Mumbai City District are directed to adhere to the following procedure for registration of their IC on the SHE-BOX Portal:

  1. Access the official SHE-BOX Portal at https://shebox.wcd.gov.in.
  2. Navigate to the “Register Internal Committee (Private Head Office Registration)” tab available on the home page.
  3. Duly fill in all requisite details pertaining to the constitution and composition of the IC.
  4. Upon completion, click the “Submit” tab to finalize the registration process.

Compliance Deadline

The District Women and Child Development Officer, Mumbai City, has issued an appeal to all private sector establishments within the district to ensure the registration of their respective IC on the SHE-BOX Portal on or before May 15, 2025.

Non-compliance with the above directive may attract scrutiny and potential penal action under the provisions of the POSH Act, 2013.

Establishments are, therefore, urged to treat this matter with utmost priority and ensure timely compliance in the interest of fostering a safe and equitable workplace environment for women.

Contributed By – Shubhra Shastri

King Stubb & Kasiva,
Advocates & Attorneys

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