What happens in an Internal Committee (PoSH) inquiry

In My Corner · Learn — 7 min read · Updated July 2026

Being told your complaint is going to a formal inquiry can be as nerve-wracking as the original problem. The unknown is a big part of the fear, so let's take the mystery out of it. Here's roughly how a PoSH Internal Committee inquiry works — and what you're entitled to.

What the inquiry is for

The Internal Committee's job is to inquire fairly into the complaint and reach findings — did the alleged conduct happen, and what should be done. It's meant to be impartial and follow the principles of natural justice: both sides get to be heard, see the material against them, and respond. It is not a criminal trial, but it does have rules and timelines.

The rough shape

Complaint and response. Your written complaint goes to the respondent, who is given a chance to reply in writing.
Conciliation (only if you want it). Before a formal inquiry, the IC may attempt conciliation at your request — but not on the basis of a monetary settlement, and never if you don't want it.
The inquiry. The Committee hears both parties, examines documents and witnesses, and both sides can present evidence and put questions (usually through the Committee).
Interim relief. While it's ongoing, the IC can recommend measures — a transfer, leave of up to three months, or that the respondent stop supervising your work.
Findings and action. The inquiry should finish within about 90 days; the employer must act on the recommendations within 60 days.

Your rights and how to prepare

Confidentiality. The identity of the parties and witnesses is protected; breaching it carries a penalty. You don't have to broadcast your case, and neither can they.
Protection from retaliation. Being victimised for complaining is prohibited and can be a fresh complaint.
Bring your evidence, organised. A dated timeline, your messages, emails and any witnesses — clear and chronological beats a shoebox of screenshots.
Prepare what you'll say. Stick to specific, dated facts. You don't need legal language; you need clarity.
Get support. You can take advice from an advocate, and lean on people outside work through the wait. If it's affecting your health, keep the crisis helpline within reach.

If you feel the process wasn't fair, or you disagree with the outcome, there are further routes — an appeal, and ultimately the courts. An inquiry is a process with rules on your side, not a verdict waiting to happen.

If any of this has you at the edge — not sleeping, dreading every morning, or worse — please put this article down and talk to a human first: Tele-MANAS 14416 (or 1-800-891-4416), the Government of India mental-health helpline — free, 24/7, in 20+ languages — or KIRAN 1800-599-0019. In an emergency, call 112. The job problem can wait an hour; you matter more.

You don't have to work this out alone. In My Corner is a team of five AI companions for exactly this — one who listens, one who decodes letters and knows your deadlines, one who keeps your evidence organised, one for fresh starts, one who teaches. Private by design: conversations are never stored on our servers.

Talk it through — In My Corner

This article is general information, not legal advice. India's law is jurisdiction- and status-specific — the PoSH Act 2013 covers sexual harassment of women, deadlines are short, and the new Labour Codes (in force from 21 November 2025) are still being implemented state by state. For decisions that matter, speak to your Internal Committee, the She-Box portal, the Labour Commissioner, or an employment advocate.