While PoSH protects all genders, legal gaps remain for male/non-binary victims - progressive employers extend policy protections universally.

Includes sexual jokes, displaying pornography, intrusive personal questions & gender-based ridicule that unreasonably interfere with work performance.

PoSH applies to virtual spaces: harassment via work calls/chats, inappropriate backgrounds during meetings or cyberbullying constitute violations.

If unwelcome, sexual in nature or creating intimidation - yes. Context matters; persistent messaging despite disinterest clearly violates PoSH.

Choose legally trained external members with gender expertise, no organisational ties & commitment to trauma-informed inquiry procedures.

Any employee (contract/trainee/intern) experiencing harassment - including witnesses suffering retaliation for supporting complaints.

This for that harassment: Employment benefits/detriments explicitly/implicitly tied to sexual favours - among PoSH's most severe forms.

Statutory body under Section 4: Minimum 4 members (50% women, external chair), tasked with impartial inquiry & policy recommendations.

2013 law mandating safe workplaces via ICs, training & redressal. Covers physical/virtual spaces, all genders (though women-centric in wording).