HRMAGIX009Conduct and the working relationshipSexual Harassment Policy
The employer's obligations under Indian law on prevention and redressal of sexual harassment at the workplace, including the complaints mechanism and its confidentiality.
- Companies on HRMagix
- 120+
- Employees managed
- 9,000+
- Integrated modules
- 12
- Free trial, no card
- 14-day
Purpose
This is the policy an Indian employer is statutorily required to have. It sets out the prevention and redressal obligations that fall on the employer, the complaints mechanism available to any woman at the workplace, and the confidentiality that attaches to it.
It sits separately from the general workplace harassment policy because its obligations, timelines and complaints machinery are prescribed by statute rather than chosen by the employer.
Who it applies to
Every person at the workplace, including employees, and, as the statute requires, women engaged at the workplace regardless of employment status.
Statutory footing
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 prescribes the employer's obligations, the constitution of the Internal Committee and the redressal process. The employer's policy document must reflect those requirements.
What you write into it
A conduct policy is only as good as its specifics. The template sets out the structure and the reporting route; what counts as a breach here, and what follows one, is yours to state.
- The constitution of the Internal Committee, and who currently sits on it
- How a complaint is filed and within what period
- How enquiry proceedings are conducted and concluded
- What interim relief is available while an enquiry is pending
What HRMagix records
Conduct cases turn on what was communicated and when. These are the records that establish it.
- Policy issue and acknowledgement tracked per employee per version
- Committee membership changes reflected through document versioning
Where the rules themselves live
Nothing above states what counts as a breach or what follows one, because those are the employer's determinations and they are set out in the approved document rather than paraphrased here. Read HRMAGIX009 in full.