IMPACT OF THE POSH ACT ON WORKPLACE CULTURE AND EMPLOYEE SAFETY

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (hereinafter 'the POSH Act')1 represents one of the most significant legislative
milestones in Indian gender jurisprudence. Enacted against the backdrop of the Supreme Court's Vishaka Guidelines,2
the statute imposes concrete obligations on employers to
prevent, prohibit, and redress incidents of sexual harassment across organised and unorganised workplaces alike. This article examines the Act's impact on workplace culture
and employee safety through a doctrinal and analytical lens.It tracesthe historical evolution
of the law, unpacks its constitutional foundations,3
and critically evaluates implementation
challenges — particularly in the informal sector. The article further situates India's
framework within the global normative architecture established by CEDAW,4
the ILO, and
comparative national models. It concludes with targeted recommendations aimed at
bridging the persistent gap between legislative intent and on-the-ground practice.