SHe-Box Registration Now Mandatory: A POSH Compliance Update for All Indian Employers

Created By : Anoop Kumar | Manager- Labour Law

How safe do women in your organization feel—not just in policy, but in practice? Does your company culture empower women to speak up without fear of retaliation?

The questions are not merely rhetorical; every organization is confronted by these checkpoints to reflect on. In an effort to enhance the participation of private sector organisations in ensuring safer workplaces for women, the Ministry of Women and Child Development (MoW&CD) has introduced a new compliance mandate requiring all private entities, firms, companies, and offices across India to register on the SHe-Box (Sexual Harassment electronic Box) portal. This significant update falls under the framework of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — popularly known as the POSH Act.

The foundation for this legislation traces back to 1997, when the Supreme Court of India delivered a landmark judgment in Vishakha & Others v. State of Rajasthan case. In the absence of specific legislation at that time, the Court issued the Vishakha Guidelines to be followed until formal laws were enacted. The Court underscored that “International Conventions and norms are significant for the purpose of interpretation of the guarantee of gender equality, right to work with human dignity in Articles 14, 15, 19(1)(g) and 21 of the Constitution and the safeguards against sexual harassment implicit therein.”

Building on these principles, the Government of India enacted the POSH Act in 2013, establishing a comprehensive legal framework to prevent, prohibit, and address sexual harassment at the workplace. To support effective implementation and streamline complaint resolution, the Ministry then launched the new SHe-Box portal in 2024. Originally designed for government sector cases, the portal’s scope has since expanded to include employees in the private sector as well.

Whether you're an HR professional, compliance officer or business owner, this update significantly impacts your workplace obligations including the overall organizational culture. 

What is SHe-Box?

The Government of India has developed an online complaint management system called the SHe-Box, for registering and tracking complaints of sexual harassment at the workplace. It is a one-stop platform for female employees to file complaints with the below key features:

and ensures effective coordination with the Internal Committees (ICs) for timely resolution.

Key features:

• 24/7 accessible online portal
• Open to complaints from both government and private employees
• Regularly monitored by the Ministry and can be tracked by the employees
• Quick coordination with the Internal Committees (ICs) for timely resolution

Who Must Register on SHe-Box?

As per the latest update from the MoW&CD, the registration on SHe-Box is compulsory for all:

• Private companies
• Public sector organizations
• Societies and trusts
• NGOs
• Educational institutions

Applicability Threshold:

According to the law, any organisation having 10 or more employees must have an Internal Committee (IC) under Section 4 of the POSH Act and provide the IC details on the SHe-Box portal.

Why is SHe-Box Registration Critical for Compliance?

This isn't just another bureaucratic checkbox. Non-registration on the SHe-Box platform may lead to regulatory fines (upto INR 50,000), legal liabilities, compliance challenges and reputational risks for your organization. It reflects commitment to building and maintaining a safe, inclusive and transparent workplace for all women, irrespective of their work status.

How AKM Global Can Help

At AKM Global, we specialize in labour law advisory and overall corporate compliance. Our team of experienced professionals provide end-to-end provide support to achieve and maintain POSH compliance by:

• Drafting your internal POSH policies
• Assisting with the formation and training of your Internal Committee (IC)
• Handling your SHe-Box registration and IC detail submission
• Preparing and filing your Annual IC Report
• Conducting POSH trainings for your employees and leadership

Looking after women’s safety at work isn’t just something management is forced to do under the law – it also demonstrates to everyone inside and even outside the organisation that respect and inclusivity really matter. When women know that they can come to their offices or factories without worrying about unwanted advances or about their voices being ignored, it directly impacts the overall employee morale, retention, and productivity. A safe workplace means more than physical security or cameras; it includes clear anti-harassment rules, faster ways to report problems, gender-awareness trainings at all levels, and a day-to-day atmosphere that encourages women to speak up without fearing retaliation. In the modern corporate world, creating that kind of habitat protects the company from penalties and also earns it the reputation of a responsible, forward-looking employer.

As the government sharpens its focus on the various enforcements under the POSH Act, this recent directive makes one thing clear: compliance with the POSH Act is no longer optional—it’s essential. But beyond compliance, registering with SHe-Box and nurturing a strong internal POSH framework is a genuine commitment to a building a workplace where every person, regardless of their gender, feels respected, included, and empowered. It’s not just a compliance checkbox; it’s a foundational step for any forward-thinking organization.

POSH Compliance strategy – Looking for help?

Contact our compliance advisory team today!

Frequently Asked Questions (FAQs)

Q. Do startups need to be registered on SHe-Box?

If you are a startup that has 10 or more employees, then registering on SHe-Box and appointing an Internal Committee is mandatory as per the POSH Act.

Q. What is the consequence of not complying with POSH Act and SHe-Box registration?

Failure to follow may result in a fine up to ?50,000 and revocation of business licenses upon repeated non-adherence.

Q. Are men to be admitted in the IC?

Yes, the IC Should be a balanced panel, though at least 50 per cent must be women, and the Presiding Officer will have to be a senior female employee.

Q. Can AKM Global assist in POSH training for remote or hybrid teams?

Absolutely. We provide personalized POSH training online as well as on-site as per the pattern and availability of the employees and company.