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POSH Investigation Report

The POSH investigation report is the Internal Committee's final written finding after an inquiry into a sexual harassment complaint. It records the allegations, the procedure followed, the evidence considered, reasoned findings on each allegation and the committee's recommendations to the employer.

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[Company Logo][Company Name]

INQUIRY REPORT OF THE INTERNAL COMMITTEE

Complaint Ref. No.:: [Reference Number]
Complainant:: [Complainant Name], [Designation]
Respondent:: [Respondent Name], [Designation]
Date of Complaint:: [DD/MM/YYYY]
Date of Report:: [Date]
Classification:: Strictly Confidential

1. Committee Members Who Conducted the Inquiry

Name	Role	Sittings Attended
[Member Name]	Presiding Officer	[Number]
[Member Name]	Member	[Number]
[Member Name]	Member	[Number]
[Member Name]	External Member	[Number]

2. Summary of the Complaint

The complainant alleged that [brief factual summary of each allegation, with dates and places]. The complainant sought [relief requested].

3. Reply of the Respondent

A copy of the complaint was sent to the respondent on [DD/MM/YYYY]. The respondent submitted a reply on [DD/MM/YYYY] stating that [summary of reply and defences].

4. Procedure Followed

Conciliation: [not requested by complainant / attempted on DD/MM/YYYY and not successful].
Hearings of complainant held on [DD/MM/YYYY].
Hearings of respondent held on [DD/MM/YYYY].
Witnesses examined: [Number] (statements at Annexure [Number]).
Both parties were given copies of relevant statements and an opportunity to respond and to put questions through the committee.
Interim relief: [details or 'none requested'].

5. Evidence and Findings

Allegation	Evidence Considered	Analysis	Finding
[Allegation 1]	[Documents / Witnesses]	[Reasoning]	[Proved / Not Proved]
[Allegation 2]	[Documents / Witnesses]	[Reasoning]	[Proved / Not Proved]
[Allegation 3]	[Documents / Witnesses]	[Reasoning]	[Proved / Not Proved]

6. Conclusion

Based on the evidence on record and for the reasons above, the committee concludes that [the allegation(s) of sexual harassment are proved / not proved / the complaint was found to be false or malicious with the following reasons: ...].

7. Recommendations to the Employer

[Recommended action as per service rules / POSH policy, e.g., written warning, withholding of increment, counselling, termination]
[Compensation, if any, with basis]
[Measures for complainant's protection and workplace changes]
[Awareness or training actions for the team]

The employer is requested to act upon these recommendations within [Number] days of receipt and inform the committee of the action taken. Copies of this report are being made available to the complainant and the respondent.

[Member Name]
Presiding Officer

[Member Name]
Member

[Member Name]
External Member

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What this template includes

Case particulars and committee members who participated
Summary of allegations and the respondent's reply
Chronology of procedure, showing natural justice was followed
Evidence table linking each allegation to documents and witnesses
Reasoned findings for each allegation, the heart of the report
Recommendations in line with service rules or POSH policy
Signatures of all participating members

When to use it

At the end of an inquiry, to communicate findings to the employer
When the committee finds the allegation not proved and must record reasons
When the committee finds a complaint false or malicious and recommends action
As the reference document if a party appeals the outcome

How to customise this template

1Add one row per allegation in the findings table
2Attach statements and documents as numbered annexures
3Tailor recommendations to your standing orders or service rules
4Use neutral language: 'proved', 'not proved', not 'guilty'
5Mark every page 'Confidential' before printing

HR tips

Write findings that a reader unfamiliar with the case can follow
Address each defence raised by the respondent, even briefly
Distinguish between insufficient evidence and a malicious complaint; they are not the same
Avoid revealing witness identities beyond what the parties already know

Findings, recommended actions and time limits must follow the POSH Act, 2013, its rules and the employer's service rules; verify current provisions and have the report reviewed by a legal adviser in serious cases.

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Frequently asked questions

What should a POSH inquiry report contain?+

It should cover the complaint, the respondent's reply, the procedure followed, evidence considered, findings with reasons and recommendations. Copies are made available to both parties.

What standard of proof does the committee apply?+

Internal inquiries usually rely on preponderance of probabilities rather than the criminal standard. The committee should explain how the evidence led to each finding.

Can the committee recommend deduction from salary?+

The Act allows the committee to recommend certain actions including deductions as compensation in appropriate cases. Check the current provisions and your service rules before recommending.

Is the report shared with the complainant?+

Yes, the report is to be made available to the concerned parties. Confidentiality obligations still apply to how they use it.

All 50 posh, workplace safety & compliance →

[Company Logo][Company Name]
POSH INQUIRY CHECKLIST
Complaint Ref. No.:
[Reference Number]
Date of Receipt:
[DD/MM/YYYY]
Presiding Officer:
[Presiding Officer Name]
Target Completion:
[DD/MM/YYYY]
Phase 1 – Intake (Presiding Officer)
- Complaint received in writing and logged in POSH register
- Acknowledgement issued to complainant with reference number
- Required copies and supporting documents received
- Each member has declared no conflict of interest, or recused
- Quorum for this case confirmed, including external member
- Case file opened and stored securely
Phase 2 – Conciliation (Committee)
- Complainant informed of option of conciliation
- Complainant's written choice recorded
- If conciliation: settlement recorded without any monetary element
- Copies of settlement given to both parties and employer
- If no conciliation or it fails: inquiry initiated
Phase 3 – Notice and Reply (Committee)
Checklist · Word
POSH Investigation Checklist
Download .docx

[Company Logo][Company Name]

ANNUAL REPORT OF THE INTERNAL COMMITTEE

Reporting Period:: [DD/MM/YYYY] to [DD/MM/YYYY]
Date of Report:: [Date]
Submitted To:: The Employer and the District Officer, [District Name]

1. Establishment Details

Name of Organisation	[Company Name]
Address	[Company Address]
Nature of business
Total employees (Men / Women / Others)
Locations covered by this report

2. Composition of the Internal Committee

Name	Role	Gender	Appointed On	Remarks (changes during year)
[Member Name]	Presiding Officer	Female	[DD/MM/YYYY]	[Remarks]
[Member Name]	Member	[Gender]	[DD/MM/YYYY]	[Remarks]
[Member Name]	Member	[Gender]	[DD/MM/YYYY]	[Remarks]
[Member Name]	External Member	[Gender]	[DD/MM/YYYY]	[Remarks]

3. Complaints Summary

Report · Word

POSH Annual Report Format

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[Company Logo][Company Name]
POLICY ON PREVENTION OF SEXUAL HARASSMENT (POSH)
Policy No.:
[Reference Number]
Version:
[Version Number]
Effective Date:
[Date]
Policy Owner:
Human Resources / Internal Committee
1. Purpose
[Company Name] is committed to a workplace free of sexual harassment. This policy is framed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and its Rules, to prevent sexual harassment and provide a fair redressal mechanism.
2. Scope
It applies to all employees, interns, trainees, consultants, contract staff and visitors at all locations of the company, including [Work Location]. 'Workplace' includes offices, sites, company transport, places visited during work, and work-related online spaces. As company policy, [the protections are extended to employees of all genders].
3. Definitions
Policy · Word
POSH Policy
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[Company Logo][Company Name]

ORDER CONSTITUTING THE INTERNAL COMMITTEE

Ref. No.:: [Reference Number]
Date:: [Date]
Effective From:: [DD/MM/YYYY]
Applicable To:: [Work Location / All Locations]

[Company Name]
[Company Address]

Subject: Constitution of the Internal Committee under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013

In accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and the rules framed under it, the management of [Company Name] hereby constitutes the Internal Committee (IC) for [Work Location / All Locations] with effect from [DD/MM/YYYY]. The committee shall receive and inquire into complaints of sexual harassment at the workplace and recommend action in a fair, timely and confidential manner.

Role	Name	Designation / Organisation	Phone	Email
Presiding Officer	[Member Name]	[Designation] (senior woman employee)	[Phone]	[Email]
Member	[Member Name]	[Designation]	[Phone]	[Email]
Member	[Member Name]	[Designation]	[Phone]	[Email]
External Member	[Member Name]	[NGO / Organisation Name]	[Phone]	[Email]

Tenure

Notice · Word

POSH Committee Constitution Letter

Download .docx

[Company Logo][Company Name]
APPOINTMENT AS MEMBER – INTERNAL COMMITTEE
Ref. No.:
[Reference Number]
Date:
[Date]
Member Category:
[Employee Member / External Member]
To,
[Member Name]
[Designation / Organisation Name]
[Address]
Subject: Nomination as Member of the Internal Committee
Dear [Member Name],

With reference to the order constituting the Internal Committee of [Company Name] (Ref. [Reference Number], dated [Date]), we are pleased to nominate you as a member of the committee for [Work Location / All Locations] under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
For employee members: You have been nominated in view of your commitment to the cause of women, and your experience in [social work / legal knowledge / employee relations]. Committee work will be treated as part of your official duties.

For the external member: You have been nominated in view of your association with [NGO / Organisation Name] and your familiarity with issues relating to sexual harassment. You will be paid an honorarium of ₹[Amount] per sitting along with reimbursement of travel expenses of up to ₹[Amount], payable within [Number] days of each sitting.
Terms of Membership
Letter · Word
POSH Committee Member Appointment
Download .docx
[Company Logo][Company Name]
COMPLAINT OF SEXUAL HARASSMENT AT THE WORKPLACE
To,
The Presiding Officer
Internal Committee, [Company Name]
[Company Address]
Email: [IC Email Address]

This form is confidential. You may attach additional sheets wherever space is insufficient.
Part A – Complainant Details
Full Name
Employee ID / Contractor / Visitor
Designation
Department
Work Location
Preferred Contact Number
Preferred Email
Best time and way to contact you
Part B – Respondent Details
Name of Respondent
Designation
Department / Organisation
Work Location
Relationship to you (manager, colleague, client, vendor, other)
Part C – Details of the Incident(s)
Form · Word
POSH Complaint Form
Download .docx
[Company Logo][Company Name]
ACKNOWLEDGEMENT OF COMPLAINT
Complaint Ref. No.:
[Reference Number]
Date of Receipt:
[DD/MM/YYYY]
Date of this Letter:
[Date]
STRICTLY CONFIDENTIAL

To,
[Complainant Name]
[Designation], [Department]
[Work Location]
Subject: Acknowledgement of your complaint dated [DD/MM/YYYY]
Dear [Complainant Name],

The Internal Committee of [Company Name] acknowledges receipt of your written complaint dated [DD/MM/YYYY], received on [DD/MM/YYYY] through [in person / email / post]. Your complaint has been registered under reference number [Reference Number]. Please quote this number in all future communication with the committee.
What Happens Next
1. The committee will share a copy of your complaint with the respondent within [Number] working days, as required for a fair inquiry.
2. The respondent will be given an opportunity to submit a reply and documents.
3. Before starting the inquiry, you may ask the committee to attempt conciliation. This is entirely your choice and no monetary settlement can form the basis of conciliation.
4. If no conciliation is sought or it does not succeed, the committee will hold an inquiry, hear both parties and witnesses, and complete it within the period prescribed under the current rules.
5. You will be informed in writing of hearing dates and of the outcome.
Letter · Word
POSH Complaint Acknowledgement
Download .docx
[Company Logo][Company Name]
NOTICE OF HEARING – INTERNAL COMMITTEE
Ref. No.:
[Reference Number]
Date:
[Date]
Classification:
Confidential
To,
[Employee Name]
[Designation], [Department]
Employee ID: [Employee ID]
[Work Location]
Subject: Notice to appear before the Internal Committee in Complaint No. [Reference Number]
Dear [Employee Name],

The Internal Committee of [Company Name] is conducting an inquiry into Complaint No. [Reference Number] under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. You are requested to appear before the committee in your capacity as [complainant / respondent / witness] as per the details below.
Particular Details
Date [DD/MM/YYYY]
Time [Time]
Venue [Meeting Room, Floor, Building] / Video link: [Link]
Expected Duration [Number] hours
Contact for queries [Member Name], [Phone]
Please Bring
Notice · Word
POSH Hearing Notice
Download .docx

Full Name
Employee ID / Contractor / Visitor
Designation
Department
Work Location
Preferred Contact Number
Preferred Email
Best time and way to contact you

Name of Respondent
Designation
Department / Organisation
Work Location
Relationship to you (manager, colleague, client, vendor, other)

Particular	Details
Date	[DD/MM/YYYY]
Time	[Time]
Venue	[Meeting Room, Floor, Building] / Video link: [Link]
Expected Duration	[Number] hours
Contact for queries	[Member Name], [Phone]

POSH Investigation Report

Preview of the report

1. Committee Members Who Conducted the Inquiry

2. Summary of the Complaint

3. Reply of the Respondent

4. Procedure Followed

5. Evidence and Findings

6. Conclusion

7. Recommendations to the Employer

What this template includes

When to use it

How to customise this template

HR tips

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Frequently asked questions

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