THE PSYCHOLOGICAL IMPACT OF POSH CASES IN INDIAN WORKPLACES

When a POSH case comes up in a workplace, it rarely affects just two people.

Even when handled professionally and fairly, situations involving workplace harassment can feel emotionally heavy for those directly involved. People may feel stressed, uncertain, or overwhelmed as the process unfolds.

In India, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 provides a structured framework for addressing concerns. Most organisations have an Internal Committee and defined procedures in place.

But beyond policies and processes, there is also a human side to POSH cases that often goes unspoken.

 

For the person who raises the concern

Reporting harassment is not an easy decision.

Many individuals hesitate before speaking up, worrying about being misunderstood, judged, or treated differently at work. Questions like Will people believe me? or Will this affect my career? can create significant emotional stress.

Even after reporting, the process can feel draining. Recounting experiences, answering questions, and waiting for outcomes takes emotional energy.

At the same time, being heard and taken seriously can bring a sense of relief and validation.

 

For the person responding to the complaint

An inquiry can also be stressful for the person responding to the complaint.

There may be anxiety around reputation, uncertainty about the outcome, and concern about how the situation could affect future career opportunities. In some cases, the possibility of job loss or long-term professional impact can add to the pressure.

This uncertainty can affect focus, confidence, and overall wellbeing until the process is resolved.

 

For others involved in the process

POSH proceedings are confidential and limited to the Internal Committee, the complainant, the respondent, and any witnesses involved.

For those who are part of the process, such as witnesses or bystanders, there can still be some emotional impact. They may feel unsure about how to navigate interactions while maintaining confidentiality.

This can sometimes lead to discomfort in conversations, hesitation, or uncertainty about what is appropriate.

 

Why emotional support matters

Handling POSH cases correctly from a legal and organisational perspective is essential. But addressing the emotional impact is equally important.

Situations like these can leave people feeling stressed or overwhelmed. Access to confidential counselling or emotional support gives individuals a safe space to process their experiences.

When organisations acknowledge both aspects, they create a more supportive and responsible workplace.

 

Moving forward as a workplace               

The purpose of the POSH framework is to create safer and more respectful workplaces.

Policies and processes are important, but so is empathy. Responding with fairness and sensitivity helps rebuild trust and allows people to move forward.

Because a safe workplace is not only about preventing harm. It is also about ensuring employees feel secure, respected, and able to focus on their work.

Author: Diya Ayappa

Diya is a trained counsellor and works as a content writer at Silver Oak Health. She is a passionate mental health advocate and is dedicated to creating awareness and fostering open conversations around mental well-being. Her blogs aim to empower individuals by addressing thought-provoking topics, providing personal insights, and making mental health a top priority for all.