Should SHe-Box Mandates be Expanded Nationwide and to Private MSMEs and Remote Workers? Strategies for HR to Handle Digital Grievances while Protecting Privacy

On June 12, 2025, Delhi's Women & Child Development Department issued a directive requiring all public and private entities to register their Internal Complaints Committees (ICCs) on the SHe-Box portal. Established in 2017, the portal now becomes enforceable, allowing for real-time reporting, digital complaint handling, annual compliance filing, data-backed monitoring, and presiding officer access. This shift enhances transparency and accountability but places a new compliance burden on HR, especially for Small and Medium Enterprises (SMEs) and branch offices. Compliance teams must establish nodal roles, train ICC members on portal use, and integrate digital compliance with offline confidentiality protocols.

The question is, should national governments expand SHe-Box mandates across all states or include private Micro, Small, and Medium Enterprises (MSMEs) and remote workers?

Additionally, how can HR ensure effective digital grievance handling while protecting privacy?

The expansion of SHe-Box mandates to all states, private MSMEs, and remote workers could potentially strengthen the enforcement of Prevention of Sexual Harassment (POSH) laws. However, it's important to consider the increased compliance burden this could place on HR departments, particularly within smaller businesses and for those managing remote teams.

To manage this effectively, HR departments could consider the following steps:

1. Establish clear roles and responsibilities: Assign a dedicated team or individual to handle SHe-Box compliance. This team would be responsible for registering the ICCs on the SHe-Box portal, filing annual compliance reports, and monitoring any complaints.

2. Training: Provide comprehensive training to all ICC members on how to use the SHe-Box portal effectively. This should include training on how to handle complaints digitally and how to maintain confidentiality.

3. Develop a robust digital grievance handling process: This process should be transparent, easy to use, and should ensure the privacy of the individuals involved. It could involve using encrypted communication channels and secure data storage solutions.

4. Regularly review and update protocols: As the digital landscape evolves, so too should your protocols. Regular reviews will ensure that your processes remain effective and that privacy is maintained.

5. Consult with legal experts: To ensure that all actions are in line with national and international labour laws, it may be beneficial to consult with legal experts. They can provide guidance on how to effectively implement the SHe-Box mandates while ensuring legal compliance.

In conclusion, while the expansion of SHe-Box mandates could potentially improve POSH enforcement, it's important that HR departments are adequately prepared to handle the increased compliance burden. By establishing clear roles, providing adequate training, developing robust processes, and regularly reviewing protocols, HR departments can effectively manage digital grievances while protecting privacy.