Introduction More than a decade after the enactment of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”), concerns regarding inadequate implementation continue to persist across both public and private sectors. Recent interventions by the National Commission for Women (NCW) demonstrate a renewed emphasis on institutional accountability and proactive compliance. In June 2026, the NCW issued a series of directions to States and Union Territories, seeking stricter implementation of the POSH Act and recommending mechanisms to ensure effective redressal of workplace sexual harassment. These measures reflect a shift from mere statutory compliance to a governance-based approach centred on transparency, accountability, and employee protection. Background The POSH Act was enacted pursuant to the Supreme Court's landmark decision in Vishaka v. State of Rajasthan (1997), which recognised sexual harassment at the workplace as a violation...
Tap on the Link The recent allegations emerging from Pandit Jawaharlal Nehru Government Medical College & Hospital, Chamba, have shocked many across Himachal Pradesh. According to reports, an outsourced female sanitation worker has accused a contractor and a supervisor of sexual exploitation and rape. Police have registered an FIR, arrested the accused individuals, and initiated an investigation. Reports also indicate that three other female sanitation workers have raised concerns regarding mental harassment and workplace mistreatment. As the investigation proceeds, it is important to emphasize that the allegations are yet to be judicially determined, and every accused person is entitled to due process and a fair trial. However, beyond the criminal allegations lies another critical question that deserves public attention: Could stronger workplace prevention mechanisms have prevented the situation from escalating to this stage? Looking Beyond Individual Accountability Wh...