PoSH

Part IV: Landmark judgments shaping PoSH implementation, including employer liability for third-party harassment & compensation benchmarks.

Part III: Critical procedural aspects – handling anonymous complaints, electronic evidence validity & IC’s quasi-judicial powers during inquiries.

Part II: Analysing employer obligations beyond IC formation – mandatory training, policy dissemination & annual report compliance mechanisms.

Consent in PoSH: Focus on complainant’s expressed unwillingness, not implied permission. Past relationships or silence don’t equal ongoing consent.

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.