Author name: dipankar@krishworks.com

Character evidence (“he’s a family man”/”she’s provocative”) is inadmissible in PoSH inquiries, which focus solely on incident-specific facts.

IC recommends disciplinary action proportionate to harassment severity. Final implementation rests with the employer, but non-compliance risks legal challenge.

Strategic policies include trauma reporting protocols, bystander empowerment modules, restorative justice options & climate surveys – moving beyond basic compliance.

Tier II training must: use local languages, address regional power structures, involve community leaders & include practical reporting demonstrations.

Key proposals: Mandate external IC members, include transgender protections, penalise non-reporting employers & cover gig/unorganised sectors explicitly.

Yes, employers are liable for harassment against contract/domestic workers at their premises or during work-related activities under PoSH.