POSH Annual Return Filing in Andaman & Nicobar: Ensure a Safe Workplace

Updated on July 11, 2025 10:35:16 AM

The POSH Act, of 2013, is an important legislation that aims to prevent sexual harassment and provide protection to employees at their workplaces in all districts across India. Annual filing of the POSH return to the designated District Officer under the POSH Act by organizations having 10 or more employees is one of its most important mandates. The return is a formal report detailing the efforts of the organization against sexual harassment, complaints managed, and promotion of a culture of respect and inclusion in the workplace.

In the Andaman and Nicobar , organizations operate in a wide range of industries, such as tourism, fisheries, government services, and local enterprises. Filing the POSH annual return is an important step that will help organizations comply with the law while creating a harassment-free workplace. The return contains detailed information regarding complaints handled, the working of the IC, and awareness programs conducted during the year.

This guide outlines the POSH annual return-filling process for organizations in the Andaman and Nicobar , which offers insight into its requirements and deadlines besides best practices. This practice of following up on a compliance requirement ensures that employers respect employee rights and ensure a safe and fair environment at work.

The annual POSH return can be tricky for someone new to such a return. For one end, one can pursue an easy way to understand it in a few simplified steps:

  Collect the Required Information   Compile the Report   Review and Ensure Accuracy   Track Status

The procedure for filing the POSH (Prevention of Sexual Harassment) annual return is fraught with problems an organization needs to overcome to achieve compliance smoothly.

• Lack of Awareness and Training: Many organizations are unaware of specific requirements for POSH annual returns, and members of their Internal Committees are often not trained in compliance processes.
• Inadequate Documentation: There is a need for inclusive documentation while submitting the annual return under the act. It must have a list of complaints received, actions taken, and training conducted throughout the year.
• Confidentiality and Sensitivity: To comply while maintaining confidentiality is a difficult balance because the POSH Act demands the privacy of the complainants and the respondents.
• Resource and Time Constraints: Many Internal Committees are constituted with limited resources and time due to the fact that POSH activities form an additional responsibility on top of the regular roles.
• Tracking Training and Awareness Initiatives: Reporting on training and awareness initiatives is another challenge that organizations face regularly as many of them do not have a centralized synergy to assist in tracking those activities.