POSH Annual Return Filing in Haryana: Ensure a Safe Workplace

Updated on October 14, 2025 05:27:40 PM

The POSH Act, of 2013, is a landmark legislation in India that prevents sexual harassment in the workplace. One of the fundamental obligations for the organizations on this law is Annual Return Filing under POSH. This return furnishes an annual account of sexual harassment complaints received, actions taken, and preventive measures adopted by any organization in a given year.

In Haryana, like other Indian states, timely and correct filing of an annual return by business houses, government offices, educational, and nongovernmental organizations is a major compliance aspect under POSH. It is an exhaustive guide that reflects upon the entire process of POSH Annual Return Filing in Haryana, its importance, requirements, and best practices observed for compliance.

An annual return filing for POSH is an integral part of safety in working workplace environments in the state of Haryana. Following submission deadlines rigidly, while keeping detailed documentation intact, would ensure strict compliance with all the legalities involved as well as maintaining a respectful and safe setting in the workplace. These are demands that organizations should give due emphasis to show dedication toward the complete prevention of sexual harassment at the workplace.

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.