People Advisory - POSH Consulting
POSH Consulting and Audit
POSH has entered its governance era. The question is no longer "do you have a policy?" It is "can you prove your system works?" As independent POSH consultants, we help you move from policy on paper to proof that holds up - to an audit, an inspection or a board.
IFC Approved Independent 1000+ Assignments 20+ Sectors 15,000+ Trained
What We Offer
POSH Services Built for the Audit Era
POSH is now a boardroom risk, not an HR formality. We help you prove your workplace is safe - and that your compliance can withstand scrutiny. Independent, confidential, and grounded in the POSH Act 2013.
POSH Compliance and Functional Audit
An independent POSH audit that goes beyond checking documents. We test whether your redressal system actually works - the difference between a file that looks complete and a system that holds up when it is used.
You get: an audit report, a gap register scored by risk, and a prioritised action plan.
Policy and Internal Committee
We draft or refresh your POSH policy, and help you constitute or validate your Internal Committee - including help to source and train a qualified external member. We also guide you through SHe-Box registration.
You get: a current, defensible policy and a validly constituted, trained IC.
POSH Managed Service
Stay audit-ready all year. We establish the compliance process and support you to run it - an annual calendar, a complaint register, timeline tracking and IC enablement - so nothing lapses between reviews.
You get: a working, year-round compliance system and a single point of support.
Reporting and Disclosure
We prepare the reporting your board and management now need - structured complaint data, annual-report inputs, and your BRSR and ESG social data - ready for sign-off.
You get: a board-ready, verifiable disclosure pack. We prepare it; your team or counsel files it.
POSH Training
Employee awareness, IC member training, manager sensitisation and train-the-trainer - delivered by Consultivo Academy.
Includes: awareness, IC member, manager and trainer programmes.
Where we draw the line. Consultivo advises, audits and enables. We do not conduct inquiries, file statutory returns or undertake government liaisoning - so our audit stays independent of the process it reviews.
Why Now
POSH Has Moved From the HR File to the Boardroom
The POSH Act 2013 has not changed. What has changed is how seriously it is enforced - and who is now accountable.
Board-Level Disclosure Is Now Required
Under the Companies Act 2013, companies must disclose the number of sexual harassment complaints received, resolved and pending in the Board's Report. A board now signs off on POSH data it must be able to stand behind.
The Courts Are Watching
The Supreme Court has called private-sector implementation "lamentable" and ordered verification of whether Internal Committees even exist. POSH is now treated as a statutory obligation open to judicial review, not an internal HR matter.
Compliance Is Now Traceable
The government's SHe-Box portal routes complaints and registers Internal Committees, so your committee and case data sit in a monitored, traceable system.
Inspections and Penalties Are Real
States have begun statewide POSH audits and surprise inspections, with penalties that rise on repeat and can reach licence cancellation.
The common thread is simple: compliance has moved from existence to evidence. That is exactly what an audit and a managed process give you.
POSH Audit
A POSH Audit That Tests the System, Not Just the File
There is a difference between a compliance review and a functional audit. A review checks whether your documents exist. A functional audit checks whether your redressal system actually works when someone needs it. We do both.
Checks whether your documents exist.
Also tests whether the system works when it is used - and shows you where it would not.
What We Examine
Deliverables: an audit report, a risk-scored gap register, and a prioritised remediation roadmap.
Applicability
Does POSH Apply to You? Almost Certainly, Yes
Ten or More Employees
You must have a POSH policy, a constituted Internal Committee, annual awareness training, annual reporting and SHe-Box registration.
Fewer Than Ten Employees
The POSH Act still applies - complaints are handled by the Local Committee set up by the District Officer.
Under the Companies Act 2013
Companies must disclose POSH complaint data - received, resolved and pending - in the Board's Report.
The Meaning of "Workplace"
POSH covers physical, verbal, non-verbal and digital harassment - including messages, calls and email - wherever a professional relationship exists.
How We Work
A Clear Path to Compliance You Can Prove
Confidential at every step.
Assess
An independent POSH audit to find the gaps.
Fix
Policy, IC and the priority actions from the audit.
Manage
Establish the process and support you to run it, year-round.
Prepare
Board and management reporting, ready for sign-off.
Why Consultivo
POSH Expertise With Rigour Behind It
Very few firms bring training, audit and disclosure together. That is our edge.
Disclosure-Ready by Design
We turn your POSH work into the reporting your board now needs - Companies Act Board's Report figures and your BRSR and ESG social data. Few POSH firms connect the two.
From Awareness to Assurance
We already train thousands on POSH. Now we audit and manage it too - the full lifecycle, from awareness to an audit that holds up.
Independent and IFC-Approved
An IFC (World Bank Group) approved independent consultant. Our audit stays independent of the process it reviews.
Legal-Aware, HR-Deep, Audit-Grade
A multi-disciplinary team that understands the law, the workplace and the audit - confidential, pan-India and multilingual.
Proof at Scale
Trusted Across Sectors
Need POSH Training?
Employee awareness, IC member training, manager sensitisation and train-the-trainer - from Consultivo Academy.
Explore Our HR Consulting & Advisory Services
1. Rights, Equity & Inclusion
2. Governance, Risk & HR Compliance
3. Culture, Engagement & Training
4. Reporting & Disclosure
Questions
Frequently Asked Questions
Is POSH Compliance Mandatory?
Yes. Every workplace in India with 10 or more employees must comply with the POSH Act 2013, and the Act applies to smaller workplaces through the Local Committee set up by the District Officer.
Who Must Comply, and What Does the Companies Act 2013 Require?
Any employer with 10 or more employees must have a policy, an Internal Committee, annual training, reporting and SHe-Box registration. Under the Companies Act 2013, companies must also disclose the number of sexual harassment complaints received, resolved and pending in the Board's Report.
What Is a POSH Audit, and How Is It Different From a Policy Review?
A policy review checks whether your documents exist. A POSH audit also tests whether your redressal system actually works - Internal Committee validity, records, timelines and readiness - and gives you a risk-scored gap register and a prioritised action plan.
What Makes an Internal Committee Valid?
The right composition, a qualified external member, and a current three-year tenure. A committee that exists only on paper - an expired term or a missing external member - can invalidate an inquiry.
What Are the Penalties for Non-Compliance?
Fines that rise on repeat offences, and in serious cases cancellation of business licence, alongside reputational and legal exposure.
Does POSH Cover Digital or Remote Harassment?
Yes. Courts have confirmed POSH covers digital harassment - messages, calls and email - wherever a professional relationship exists.
Can You Help Us Appoint an External IC Member?
Yes. We help you source and train a qualified external member. We do not sit on your committee ourselves, so our audit stays independent.
Do You File Our Reports or Represent Us?
No. We prepare your reporting and disclosure and build the process. Filing and any legal representation stay with your team or counsel.
Find Out Where You Really Stand
Start with an independent view of your POSH compliance – before an inspection, a complaint or a board sign-off does it for you.
Let's discuss
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How We Help Keep Your People in Focus
A respectful workplace is built on clear standards and honest assessment. Start with structured HR Audit Services to surface exposure before it escalates, protect value through transactions with HR due diligence, and build ethical, rights-respecting operations through our business and human rights advisory, POSH compliance and audit services and SA8000 certification support. When the board needs credible workforce metrics, our human capital reporting aligned to ISO 30414 turns people data into decision-ready insight.
A safe workplace is the base; an engaged, inclusive one is the goal. Our DEI consulting and DEI training help translate inclusion commitments into everyday behaviour, while a gender audit and gender pay gap reporting give you an evidence base for fair, transparent progress. Understand what your people truly think through our employee engagement surveys, strengthen role clarity and talent decisions with competency mapping and assessment centres, and upskill your teams through our HR training courses.
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