POSH Annual Return Filing in Rajasthan: Ensure a Safe Workplace

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

The POSH Act, 2013 is a part of creating a safe and respectful workplace for employees at all levels within any organization in India. As per this law, organizations of ten or more employees are mandated to file an annual report to the state government regarding compliance with this Act. The annual report is an integral element that keeps account of safety measures in the working environment as well as pro-activeness about sexual harassment.

For instance, under the Annual POSH Return Filing and the POSH Act of Rajasthan, it would be provided that the report that the Internal Complaints Committee must compile on an annual basis should be submitted to the District Officer. Although it is not statutorily required that an organization submit its report under the POSH Act by any date, for prudence, it may be suggested that an organization submit its report by 31st January of the following year to highlight whether number of complaints received, number of complaints resolved, and number of pending problems, etc.

The filing of this report, thereby adding to the legal obligations, would also reflect an organization's commitment to keeping an environment harassment-free.

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.