From Findings to Action: How Employers Close the POSH Loop An inquiry report under the POSH Act , 2013 becomes meaningful only when it translates into decisive action by the employer. Once the Internal Committee (IC) submits its report, the responsibility shifts to the organization to implement the recommendations. Step 9 Employer’s Action on Recommendations is where justice is enforced, workplace norms are reinforced, and employee trust is either strengthened or broken. 1. Statutory Obligation of the Employer The POSH Act requires the employer to act on the IC’s recommendations within 60 days of receiving the report. This timeline ensures accountability and prevents indefinite delays in delivering justice. 2. Possible Actions Employers Must Take Depending on the IC’s findings, the employer may be required to: If Sexual Harassment is Proved: Issue a written apology, warning, or reprimand. Withhold promotions, increments, or bonuses. Transfer or terminate the respondent, if the severity...