The usual POSH complaint time limit is three months from the incident, or from the last incident where there is a series. The Internal Committee or Local Committee can allow up to another three months where circumstances prevented timely filing, with reasons recorded in writing. That extension is not automatic. Government guidance also specifies a separate 90-day inquiry period, so the deadline to complain should not be confused with the committee's time to investigate.
| Stage | Time in official guidance |
|---|---|
| Written complaint | Within three months of the incident or last incident |
| Possible filing extension | Up to another three months, with recorded reasons |
| Inquiry | Within 90 days |
| Report to employer or District Officer | Within 10 days of completing the inquiry |
| Implementation of recommendations | Within 60 days |
POSH complaint time limit: what the three months means
POSH is the commonly used name for the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The government's February 2026 explanation confirms the three-month filing period, a possible further three months for valid reasons and the 90-day inquiry requirement. This guide explains that existing process; it does not report a newly introduced deadline.
The New Delhi district administration's procedural FAQ explains that a series of incidents is counted from the last incident. It also says the committee must record the basis for an extension in writing. If timing is disputed, set out the sequence and the circumstances that prevented earlier filing when asking the committee to consider an extension. Do not assume that the extra period applies merely because it is available in the law.
Should the complaint go to the Internal or Local Committee?
The 2026 government guidance says workplaces with 10 or more employees must have an Internal Committee. A Local Committee, set up at district level, handles complaints from workplaces with fewer than 10 employees and complaints against the employer. Domestic workers and women in the unorganised sector are included in the protection framework. A small workplace does not remove the right to seek redress.
The coverage is broader than permanent employees. Official guidance includes women irrespective of age or employment status across public and private workplaces. The district FAQ describes workplaces as including offices, hospitals, educational and other establishments, as well as places visited in the course of employment. The relationship of the incident to the workplace and the identity of the respondent help determine the appropriate committee.
To locate the Internal Committee, look for the employer's displayed constitution order and contact details, or ask the organisation for them. To locate a Local Committee, the district FAQ identifies the District Officer's office, the state Women and Child Development Department, the State Commission for Women and local women's support services. It also lists the 181 women's helpline as a route for locating assistance.
What to include in a written POSH complaint
The district guidance calls for the respondent's name, the place, date and time of the incident, the working relationship and a description of what occurred. For repeated incidents, organise the dates and events in sequence. The FAQ refers to six copies of the complaint with supporting documents. Confirm the receiving committee's submission arrangements, including how it records receipt.
Keep relevant supporting material together and identify people who may have information about the events. A written account should make clear what happened and what is alleged, without needing to turn the complaint into a legal judgment. The FAQ says that when a woman cannot make the complaint in writing, the committee must provide assistance to put it in writing.
The official definition covers unwelcome physical contact or advances, demands for sexual favours, sexually coloured remarks, showing pornography and other unwelcome conduct of a sexual nature. It also recognises the workplace context, including hostile conditions. The committee examines the complaint and evidence; an allegation is not itself a completed finding against the respondent.
Inquiry deadlines, interim relief and confidentiality
The government guidance sets 90 days for completing the inquiry. The district FAQ then distinguishes a report within 10 days of completion and implementation of recommendations within 60 days. These are different stages with different starting points. Keep the acknowledgement and subsequent communications so that a question about delay can identify the stage involved.
During the inquiry, the district FAQ describes interim relief on the complainant's written request, including transfer of either party or up to three months of additional leave for the complainant. Such relief is subject to the relevant process; it is not a guaranteed result of every complaint. The committee's inquiry also gives the parties an opportunity to present their accounts.
Confidentiality applies to identities and to information about the complaint and proceedings. Use the designated complaint route for the account and supporting material. The district FAQ also says a woman may make a police complaint and a committee complaint simultaneously where she chooses. The committee process and a police investigation serve different functions.
Can a complaint be filed through SHe-Box?
The ministry's 29 August 2024 announcement describes SHe-Box as a platform for filing and tracking workplace sexual harassment complaints. The 2026 guidance says submitted complaints are routed to the relevant committee. The portal returned a service error during this check, so a working submission session could not be confirmed. The written committee route remains the route described in the official procedural guidance.
For separate access-to-justice questions, read our Local Produce Keeps Varanasi Vegetable Prices Steady Through Monsoon, 11-Year-Old Suffers Serious Injuries in Dog Attack on BHU Campus and Two-Week Clock Ticks for 20 Gurugram Schools After 63 Buses Fail Safety Audit. None replaces the POSH committee or changes its filing time limit.
