Sections 23-25 explained: this guide covers what it means, who it applies to, the step-by-step process, documents required, fees, due dates and penalties in India — so you can stay compliant with confidence and avoid costly mistakes.
Sections 23, 24 and 25 give the appropriate Government three roles: to monitor how the Act is being implemented and keep data on cases, to publicise the Act and train committee members where resources allow, and to call for information and inspect records and the workplace. For an employer or District Officer, section 25(2) is the one to remember: records must be produced on demand. If your organisation expects an inspection, our labour law compliance team can help you prepare.
Section 23: the appropriate Government shall monitor implementation of the Act and maintain data on the number of cases filed and disposed of. Section 24: it may, subject to availability of financial and other resources, develop information, education, communication and training materials, run awareness programmes and formulate orientation and training programmes for Local Committee members. Section 25: by order in writing, it may call for information and authorise an officer to inspect the records and workplace; every employer and District Officer shall produce records on demand.
Source and names
We follow the consolidated text of the Act consulted (it shows one amendment, Act 23 of 2016, with effect from 6 May 2016); later amendments and notifications should be checked. The 2016 change of name of the committees is shown in the footnotes (section 24(b) carries one). The "appropriate Government" is defined in section 2(b): the Central Government for workplaces connected with it or a Union territory administration, and the State Government otherwise; see our article on section 2.
Section 23: monitoring and data
"The appropriate Government shall monitor the implementation of this Act and maintain date on the number of cases filed and disposed of in respect of all cases of sexual harassment at workplace." The copy prints "date" for "data"; a printing slip.
- "Shall." This is a duty, not a power.
- Two tasks. Monitor implementation; maintain data on cases filed and disposed of.
- Where the data comes from. The text does not say. It sits alongside the reporting chain in section 21 (committee to employer and District Officer, then a brief report to the State Government) and section 22 (employer's report or intimation of case numbers to the District Officer). See section 21 and the post on section 22.
The section prints no format for the data and no period.
Section 24: publicising the Act
Section 24 says the appropriate Government "may, subject to the availability of financial and other resources":
- (a) develop relevant information, education, communication and training materials, and organise awareness programmes, to advance the understanding of the public of the provisions of this Act providing for protection against sexual harassment of woman at workplace (the copy prints "woman"; a printing slip in the singular); and
- (b) formulate orientation and training programmes for the members of the Local Committee.
Two features differ from section 23. First, the word is "may", so these are enabling powers. Second, they are "subject to the availability of financial and other resources", so the text recognises resource limits. Clause (b) is limited to Local Committee members; for Internal Committee members, the orientation duty falls on the employer under section 19(c); see section 19.
Section 25: information and inspection
Sub-section (1): when and how
"The appropriate Government, on being satisfied that it is necessary in the public interest or in the interest of women employees at a workplace to do so, by order in writing," may do either of two things.
| Clause | Power |
|---|---|
| (a) | Call upon any employer or District Officer to furnish in writing such information relating to sexual harassment as it may require |
| (b) | Authorise any officer to make inspection of the records and workplace in relation to sexual harassment, who shall submit a report of such inspection to it within such period as may be specified in the order |
Take note of the conditions in the lead-in.
- Satisfaction. The appropriate Government must be satisfied that it is necessary "in the public interest or in the interest of women employees at a workplace".
- An order in writing. The power is exercised by order in writing.
- The order sets the period. For the inspector's report, the period is "such period as may be specified in the order".
The text does not say how often inspection may take place, how much notice is given, or what the report contains. We state none of those.
Sub-section (2): the duty to produce
"Every employer and District Officer shall produce on demand before the officer making the inspection all information, records and other documents in his custody having a bearing on the subject matter of such inspection."
| Element | Text |
|---|---|
| Who | Every employer and District Officer |
| What | All information, records and other documents in his custody having a bearing on the subject matter of the inspection |
| When | On demand |
| Before whom | The officer making the inspection |
The reach is "having a bearing on the subject matter of such inspection". That is wider than the committee file alone. Records an employer would be well advised to keep ready include the written order constituting the Internal Committee, the annual reports, records of awareness programmes and any record of action taken on recommendations. These come from the other sections of the Act; section 25 itself does not list documents.
Failure to produce records
Section 25 has no penalty clause of its own. Section 26(1)(c) deals with an employer who "contravenes or attempts to contravene or abets contravention of other provisions of this Act or any rules made thereunder" and prescribes a fine which may extend to fifty thousand rupees. See our article on section 26 for the text and its printing slips. Whether a refusal to produce records falls within that clause depends on the facts and the words.
An example
The State Government, being satisfied that it is necessary in the public interest, passes an order in writing authorising an officer to inspect the records and workplace of a manufacturing company in relation to sexual harassment, and to report within the period the order specifies. The officer asks the company's HR manager, Prakash, for the order constituting the Internal Committee, the committee's last annual report and the record of the latest awareness programme. Under section 25(2) Prakash produces them on demand. He also keeps a short log of what was produced and when.
Need help getting ready for an inspection?
A single folder with the written order, reports, programme records and action-taken notes saves time on the day. Our labour law compliance practice can help you set up the record and review it against the Act and Rules.
Key takeaways
- Section 23: the appropriate Government shall monitor implementation and maintain data on cases filed and disposed of.
- Section 24: it may, subject to resources, develop awareness materials and training for Local Committee members.
- Section 25: by order in writing, it may call for information and authorise inspection of records and workplace.
- Every employer and District Officer shall produce relevant records on demand.
- The copy prints "date" for "data" in section 23 and "woman" in section 24(a); printing slips.
Read next
- Section 21 of the POSH Act, 2013: annual report
- Section 26 of the POSH Act, 2013: penalty for non-compliance by employer
- Sections 5 and 20 of the POSH Act, 2013: District Officer
- Labour Law Compliance Checklist for Employers
Disclaimer: Based on a consolidated text of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 showing one amendment (Act 23 of 2016, 6 May 2016) and on a copy of the Rules of 2013 as notified on 9 December 2013, as consulted on 2 October 2026. Later amendments, State rules and notifications, and the position under the Labour Codes in force from 21 November 2025 should be checked. This article is general information, not legal advice; check the official text before acting.