“We’re Only 50 Employees. Why Do We Need POSH?”

 

I came across this situation at a CA firm.

Around 50 employees. Nearly 10 years in business.

POSH compliance was still being considered an unnecessary cost.

Then a woman employee raised a concern about a senior team member who had offered her a lift on a rainy day.

Offering a lift, by itself, does not establish sexual harassment.

But the firm had another problem:

There was no formal process to deal with the complaint.

No properly constituted Internal Committee. No clear channel. No defined process.

The matter escalated. The employee started saying she would approach the police.

This is where the cost-cutting decision became a bigger problem.

A complaint doesn't automatically mean harassment.

But when someone raises a sensitive concern, the organisation needs a process to hear it, examine the facts and respond appropriately.

For workplaces with 10 or more employees, the POSH Act requires an Internal Committee.

So the argument:

“We have only 50 employees. We're too small for POSH.”

doesn't hold.

50 employees may be a small organisation. It isn't below the legal threshold.

And more importantly, you don't create the process after a complaint arrives.

Have the process ready before you need it.People & Organisation Advisory

Details have been anonymised to protect confidentiality. This is a general HR perspective, not legal advice.