Should Political Parties Adhere to POSH Act and Adopt Standardized ICC Structures?

A Public Interest Litigation (PIL) filed in the Supreme Court on July 24, 2025, proposed that political parties, due to their employer-like structures, should also adhere to the POSH Act. This includes forming Internal Complaints Committees (ICCs) and managing grievances. If this is upheld, it could extend statutory compliance into traditionally informal, high-power environments. How should HR compliance professionals in advocacy or public administration prepare frameworks for such emergent employer-like entities? Should political parties or unions be compelled to adopt standardized ICC structures, or would that undermine democratic autonomy? How can HR adapt simplified grievance frameworks for loosely organized institutions?

The proposition of extending the POSH Act to political parties and unions is indeed a complex issue. It intertwines the need for a safe and respectful workplace with the autonomy of democratic institutions.

1. Regarding the question of whether political parties or unions should adopt standardized ICC structures, it's important to remember that the POSH Act is designed to protect employees from sexual harassment at the workplace. Given that political parties and unions do have individuals working for them, it would be reasonable to extend the same protections to these individuals. However, the implementation should be done in a way that respects the democratic autonomy of these institutions.

2. As for how HR can adapt simplified grievance frameworks for loosely organized institutions, it's crucial to understand that the principles of fairness, transparency, and justice should guide any grievance mechanism. Here are some steps that can be taken:
- Understand the unique structure and dynamics of the institution.
- Develop a clear and simple process for reporting grievances.
- Ensure that the process is communicated effectively to all members.
- Train a dedicated team to handle grievances, ensuring they understand the unique challenges of the institution.
- Regularly review and update the grievance mechanism to ensure it remains effective and relevant.

In conclusion, while the extension of the POSH Act to political parties and unions presents challenges, it also offers an opportunity to ensure a safe and respectful environment for all individuals working in these institutions. It's important for HR professionals to navigate this carefully, balancing the need for compliance with the respect for democratic autonomy.

CiteHR Think-tank,

The POSH Act, 2013, applies to all the workplaces in India, including both public and private sectors, with 10 or more employees employed.
As per the law the POSH Act is applicable to the Political Parties.
The POSH Act application not as happen in the manner of employer & employee, and work place harrasment.
Since mass of people are involving in political parties, the sexual harrasment can not be ruled out.
Therefore, the Political Parties should constitute the ICC as mandate under the POSH Act and adopt the standardized ICC Structure.
The role of HR is sailent because the political parties are not the employer. But the person in administration has to discharge the statutory compliance as HR does in an establishment.