Rule 13 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.
Rule 13 fills the words "in the manner as may be prescribed" in section 19(c). It lists six things every employer shall do: formulate and widely disseminate an internal policy, carry out orientation programmes and seminars for Internal Committee Members, run employee awareness programmes and forums for dialogue, conduct capacity and skill building for the Members, declare the names and contact details of all Members, and use modules developed by State Governments. If you are building or reviewing your POSH framework, our labour law compliance service can help.
"Subject to the provisions of section 19, every employer shall": (a) formulate and widely disseminate an internal policy or charter, resolution or declaration; (b) hold orientation programmes and seminars for Internal Committee Members; (c) run employee awareness programmes and create forums for dialogue; (d) conduct capacity building and skill building programmes for the Members; (e) declare the names and contact details of all Members; and (f) use State Government modules for workshops and awareness programmes.
Source and names
This article follows the copy of the Rules consulted (the Rules as notified on 9 December 2013, G.S.R. 769(E)); check the current Rules. The Rules implement the Act, cited from the consolidated text consulted (it shows one amendment, Act 23 of 2016, with effect from 6 May 2016); later amendments and notifications should be checked. We use "Internal Committee" and "Local Committee". The Rule is made for section 19(c); see our article on section 19.
How Rule 13 connects to the Act
Section 19(c) says every employer shall "organise workshops and awareness programmes at regular intervals for sensitising the employees with the provisions of the Act and orientation programmes for the members of the Internal Committee in the manner as may be prescribed". Section 29(2)(l) makes "the manner of organising workshops, awareness programmes for sensitising the employees and orientation programmes for the members of the Internal Committee under clause (c) of section 19" a rule-making head. Rule 13, headed "Manner to organise workshops, etc.", is the rule. It begins "Subject to the provisions of section 19, every employer shall-".
The six clauses
| Clause | Duty as printed |
|---|---|
| (a) | Formulate and widely disseminate an internal policy or charter or resolution or declaration for prohibition, prevention and redressal of sexual harassment at the workplace, intended to promote gender sensitive safe spaces and remove underlying factors that contribute towards a hostile work environment against women |
| (b) | Carry out orientation programmes and seminars for the Members of the Internal Committee |
| (c) | Carry out employees awareness programmes and create forum for dialogues which may involve Panchayati Raj Institutions, Gram Sabha, women's groups, mothers' committee, adolescent groups, urban local bodies and any other body as may be considered necessary |
| (d) | Conduct capacity building and skill building programmes for the Members of the Internal Committee |
| (e) | Declare the names and contact details of all the Members of the Internal Committee |
| (f) | Use modules developed by the State Governments to conduct workshops and awareness programmes for sensitising the employees with the provisions of the Act |
Clause (a): the internal policy
The Rule offers four forms: "policy or charter or resolution or declaration". It says the document must be "widely" disseminated and states its purpose: prohibition, prevention and redressal of sexual harassment at the workplace, intended to promote gender sensitive safe spaces and remove underlying factors that contribute towards a hostile work environment against women. The Rule prints no model text, length or contents list. For a general view of drafting such a document, see our guides on a POSH policy draft and on drafting policies and codes of conduct.
Clauses (b) and (d): the Members
Clause (b) is orientation programmes and seminars for the Internal Committee Members. Clause (d) is capacity building and skill building programmes for the same Members. Section 19(c) itself speaks of "orientation programmes for the members of the Internal Committee". The Rule adds the second layer, skill and capacity building. Neither clause prints a number of hours, a provider or a frequency, and we give none. For the Local Committee, section 24(b) allows the appropriate Government to formulate orientation and training programmes; see our article on sections 23 to 25.
Clause (c): awareness and dialogue
Clause (c) covers "employees awareness programmes" and creating a "forum for dialogues". The list of bodies which the forum "may involve" is illustrative: Panchayati Raj Institutions, Gram Sabha, women's groups, mothers' committee, adolescent groups, urban local bodies "and any other body as may be considered necessary". The word is "may involve", so involving them is an option. The clause is drafted for a range of settings, from rural to urban, and an employer will choose the bodies that suit its workplace. Section 19(c) says the programmes are "at regular intervals"; neither the section nor the Rule gives the interval. See our guide on POSH awareness training.
Clause (e): declaring the Members
"Declare the names and contact details of all the Members of the Internal Committee." The Rule does not say where or how the declaration is made. Section 19(b) separately requires display, at a conspicuous place in the workplace, of the order constituting the Internal Committee under section 4(1). Reading the two together, an employer will usually keep the order and the contact details of the Members available together; the texts do not prescribe a form.
Clause (f): State modules
"Use modules developed by the State Governments to conduct workshops and awareness programmes for sensitising the employees with the provisions of the Act." The Rule does not name any module or State, and we have no State module in the sources. Check what the State in which you operate has developed.
What the Rule does not say
- Frequency. None is printed in the Rule; section 19(c) says "at regular intervals".
- Who conducts the programmes. Not stated.
- Records. Not stated. Rule 14(d), however, requires the annual report to give the number of workshops or awareness programmes carried out; see our article on Rule 14. A record of each programme will make that number easy to give.
- Applicability to the Local Committee. The Rule speaks of the Internal Committee in clauses (b), (d) and (e).
- Penalty. Rule 13 prints none. Section 26(1)(c) deals with contravention of other provisions of the Act or Rules; see section 26.
An example
Seva Pharma, a company with an office and a plant, adopts a written POSH policy and circulates it to all staff (clause (a)). It holds an orientation session for the new Internal Committee Members (clause (b)) and a later skills session (clause (d)). It runs an awareness session for employees and invites a local women's group to a dialogue forum (clause (c)). It posts the names and contact details of all Members beside the written order (clause (e)) and, for the workshops, asks the State authorities whether a module has been developed (clause (f)). At year end the Internal Committee records the number of workshops and awareness programmes for its annual report.
Need help with your POSH policy and programmes?
A policy that is drafted, circulated and followed up is the one that works. Our labour law compliance team can help you prepare the policy, plan the sessions and set up the records for the annual report.
Key takeaways
- Rule 13 fills the "manner" of section 19(c) and lists six duties (a) to (f).
- The employer formulates and widely disseminates an internal policy, charter, resolution or declaration.
- Orientation, seminars, capacity building and skill building are for the Internal Committee Members.
- Employee awareness programmes and dialogue forums may involve the bodies listed in clause (c).
- The employer declares the names and contact details of all Members and uses State modules.
Read next
- Section 19 of the POSH Act, 2013: duties of employer
- Rule 14 of the POSH Rules, 2013: preparation of annual report
- Section 4 of the POSH Act, 2013: constitution of the Internal Committee
- POSH Policy Draft: Template for Companies
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.