Being the only woman in a small team of eight can feel empowering, but it also raises genuine questions about workplace safety. What if harassment occurs and there is no HR department or Internal Committee? The good news is that the POSH Act, 2013 protects every woman, regardless of company size. This blog explains how redressal works in small establishments, the critical role of the Local Committee (LC) , the digital tools available in 2026, and the employer’s duties even when no Internal Committee exists.
1. The “10 Employee” Threshold: When Is an Internal Committee (IC) Required?
Under Section 4(1) of the POSH Act, every employer of a workplace having 10 or more employees must constitute an Internal Committee (IC). The IC must have:
- A Presiding Officer – a woman employed at a senior level
- At least two members from among employees
- One external member from an NGO or a person familiar with issues of sexual harassment
For establishments with less than 10 employees, the law does not require an IC. That does not mean women are left unprotected. Instead, the Act provides a statutory safety net through the Local Committee (LC) .
2. Your Safety Net: The Local Committee (LC)
The Local Committee (LC) is the designated redressal authority for:
- Small establishments with less than 10 employees (no IC)
- The unorganised sector, including domestic workers
- Cases where the complaint is against the employer (e.g., CEO, owner)
How it is formed: Every district must have a District Officer (usually the District Magistrate or Collector) who constitutes the Local Complaints Committee (LCC). Members include social workers, women’s rights activists, and representatives committed to gender justice.
Why this matters for an 8‑person company: Even without an HR department or an Internal Committee, you have a legally constituted, government‑backed body that is obligated to receive and inquire into your complaint.
3. The 2026 Perspective: Digital Redressal via SHe Box Portal
The Ministry of Women and Child Development operates SHe Box (https://shebox.wcd.gov.in/) – a single‑window online complaint system.
Key features (verified for 2026):
- Automatic routing: A complaint filed online is automatically forwarded to the appropriate authority – either the Internal Committee (if the workplace has 10+ employees) or the Local Committee (if the workplace has <10 employees or falls under the unorganised sector).
- Over 161,000 workplaces have been onboarded as of March 2026, spanning both public and private sectors.
- Transparency: You can track the complaint status in real time, ensuring accountability and preventing neglect of small‑firm cases.
Practical benefit for small teams: You do not need to identify your employer’s Local Committee yourself. SHe Box will route your complaint correctly.
4. Employer’s Duty in Small Teams (Even Without an IC)
Under Section 19 of the POSH Act, every employer regardless of size has statutory duties. These are not optional even for an 8‑person company.
| Duty | What It Means in Practice |
| Prevention | Display a “Zero Tolerance” policy against sexual harassment at the workplace, along with contact details of the Local Committee or SHe Box portal. |
| Awareness | Conduct sensitisation sessions and inform all employees of their rights under the POSH Act. |
| Cooperation | Fully cooperate with the Local Committee. Provide documents, witnesses, and any information requested. Implement the LC’s recommendations (such as disciplinary action against the harasser or payment of compensation). |
Legal warning: An employer who fails to cooperate or retaliates against a complainant can face penalties under the POSH Act, including fines and, in some cases, cancellation of business licenses.
5. Helpful Peer Action Plan (For Women in Small Teams)
If you face harassment in a workplace with <10 employees, follow this step‑by‑step plan:
Step 1: Know Your Rights
Protection under the POSH Act applies from Day 1 of your employment, regardless of team size. You do not need an Internal Committee to file a complaint.
Step 2: Document Evidence
Save digital records – emails, WhatsApp messages, screenshots, call logs, or any other communication that supports your complaint.
Step 3: Follow the 3‑Month Rule (Section 9, POSH Act)
- A complaint must be filed within three months from the date of the incident.
- In case of a series of incidents, within three months from the date of the last incident.
- The time limit may be extended by another three months for valid reasons (e.g., medical issues, threat of retaliation).
Step 4: Use SHe Box Portal
File your complaint online at SHe Box. The system will automatically route it to the correct Local Committee for your district. You do not need to confront your employer first.
Step 5 (Optional): Reach out to the District Officer
You may also directly contact the District Magistrate (DM) or District Officer in your district, who is responsible for constituting the Local Committee.
Bottom Line (Quick Reference Table)
| Scenario | Legal Position |
| 8‑person company, no Internal Committee | Normal – law does not require IC for <10 employees |
| Where to file a complaint? | Local Committee (LC) – constituted by District Officer |
| How to file online? | SHe Box portal – automatic routing to LC |
| Time limit for complaint | Within 3 months of incident (extendable by 3 months) |
| Employer’s duties even with no IC | Not optional – must prevent, inform, and cooperate |
| Recent legal update (December 2025) | Supreme Court expanded POSH Act jurisdiction, binding across all workplaces including private enterprises |
Key takeaway: A small team does not mean small protection. The POSH Act covers you through a Local Committee and digital tools like SHe Box. Employers remain legally obligated to create a safe environment – even without an Internal Committee.
Disclaimer: This post is for informational purposes only and does not constitute legal advice. The POSH Act, 2013, rules, and judicial interpretations are subject to change. You should consult a qualified legal professional for advice specific to your situation. Nothing in this post creates a lawyer‑client relationship.