Major gaps in POSH Act implementation explained: 2026 studies expose law failure, experts reveal why harassment at workplace is still not reported

The Prevention of Sexual Harassment Act (POSH Act) was introduced to ensure safe workplaces for women and to provide a proper system to handle complaints of sexual harassment. However, recent workplace cases show that there are still gaps in how this law is being followed.

Despite clear laws, many workplaces still struggle and are also unaware of how to properly implement POSH. Hence, the employees may feel unsafe and unheard. It is time to prioritise POSH and implement it without any further delay.

POSH was meant to protect women at work: Why are many still suffering in silence?

Many organisations have policies on paper but the actual implementation often falls short. There are gaps in POSH implementation. Fear of reputation, lack of trust in authorities and unclear procedures are some of the factors that don’t allow women to come forward and report any incidences of harassment at work place.

According to a recent 2026 study published in the International Journal of Innovative Research in Technology (IJIRT), the authors analysed POSH challenges in corporate India and noted ineffective ICs, underreporting due to fear/stigma and inadequate training despite legal mandates. The study revealed, "Ineffective ICC Functioning... Fear of retaliation, stigma and career impact discourages reporting... Many employees remain unaware of their rights and complaint mechanisms."

Now, workplace safety has become a growing matter of concern across the country. A large number of women are facing harassment at work place and they suffer in silence for years.

In an interview with the Times of India, Kruti Sharma, Corporate Trainer, Leadership Coach, POSH and AML Expert, shared, "The harassment can be in the form of passing nasty comments verbally or via emails, touching inappropriately, sexual remarks, stalking and intimidation, which can steal peace of mind. However, women continue to suffer due to the lack of awareness regarding POSH."

What do you need to know about the gaps in POSH implementation?

• Many are not fully informed about what counts as harassment or how to report it and continue to struggle silently.
• Another issue is the absence or improper functioning of Internal Committees (ICs) which can be a challenge. Sharma shared, "In some workplaces, committees exist just only for formality and are not trained to handle sensitive cases. Hence, the issue remains undressed and can impact the victim's well-being." A 2026 study in the International Journal For Multidisciplinary Research (IJFMR) assessed the awareness and implementation of the POSH Act in corporate sector along with the IC functionality and found formal compliance common but practical gaps in training, confidentiality and timely resolution erode trust. The authors noted, "Despite organisations having policies, the ICs are often untrained... Delays in inquiry process exceed 90-day timeline... Fear of backlash prevents reporting."
• Likewise, fear and hesitation, shame, guilt, loss of job can also prevent many from seeking help. Sharma said, "Employees may get tensed about facing backlash, or not being taken seriously, or feel their reputation will be ruined. This discourages them from reporting on the harassment taking place at the workplace."
• Delays in handling complaints and a lack of transparency can make the process stressful for victims and they will just give up before justice is served. A 2026 NoMeansNo Industry Report reviewed judicial scrutiny of ICs as quasi-judicial bodies and highlighted invalid composition, timeline violations and retaliation as recurring failures. The authors shared, "Recurring failures include: Invalid composition... Statutory timelines respected?... Section 11(4) requires 90-day inquiry completion."
• Not giving importance to proper training. Sharma asserted, "Regular sessions are not conducted at workplace and many managers are not equipped to respond appropriately, which can be a matter of concern. Some organisations also fail to maintain confidentiality, which can further harm the complainant."

Kruti Sharma concluded with the advice, "Employees should make sure to seek training for POSH. This is so because, prompt training, active committees, timely action, and a supportive environment are essential. Closing these gaps will help build trust and ensure that the purpose of the POSH Act is fulfilled. Remember, the implementation of POSH is necessary for the safety of employees at the workplace."