The POSH Act of 2013 (Sexual Harassment of Women at Workplace Prevention, Prohibition and Redressal Act) legally mandates that all workplaces public or private with over 10 employees establish an Internal Complaints Committee (ICC) to handle sexual harassment complaints confidentially and swiftly. 

Recently, the Supreme Court declined to extend the Act's reach to political parties, asserting that such decisions fall under policy-making, beyond judicial expansion. Meanwhile, the Justice Hema Committee, formed in Kerala to investigate widespread harassment in the Malayalam film industry, exposed systemic issues ranging from exploitation and pay disparity to lack of sanitation facilities all signaling pervasive safety gaps. 

The Committee’s findings have intensified calls for stricter POSH implementation, especially in informal sectors and industries lacking proper redressal structures. This evolving discourse underscores the POSH Act’s foundational purpose creating safe, dignified workplaces while highlighting the need to strengthen its reach and ensure accountability across all professional domains.