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The National Medical Commission (NMC) recently issued an office order dated February 17, 2026, announcing the reconstitution of its PoSH Act Internal Committee (ICC). This move underscores the Commission's ongoing commitment to implement the Sexual Harassment of Women at Work Place (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the PoSH Act. Significantly, this reconstitution supersedes a previous order from June 30, 2025, reflecting a proactive approach to maintaining a robust mechanism for addressing workplace harassment.
The PoSH Act is a cornerstone of workplace safety for women across India. Furthermore, its applicability explicitly extends to hospitals, medical colleges, and nursing homes. Healthcare institutions, therefore, have a legal and moral obligation to provide a safe and respectful environment for all female employees, including doctors, nurses, faculty, and administrative staff. Consequently, fostering an atmosphere free from harassment is paramount for professional dignity and well-being.
The NMC has consistently directed all healthcare institutes and medical colleges to strictly implement the provisions of the PoSH Act. For instance, in July 2023, the NMC mandated that these institutions constitute and properly compose Internal Complaint Committees (ICCs), Local Committees (LCs), or Internal Committees (ICs) at appropriate levels. Additionally, institutions must display crucial information regarding these committees, including their composition, contact details, and complaint procedures, on their websites. This ensures transparency and accessibility for those needing to file a complaint. The directive stems from Supreme Court orders urging strict compliance nationwide.
An organization with ten or more employees must constitute an Internal Complaints Committee. This committee holds significant power to investigate sexual harassment complaints and redress them as per the PoSH Act and Rules. Key responsibilities typically include receiving written complaints, conducting inquiries confidentially, and recommending appropriate actions. Importantly, the committee also provides assistance to the aggrieved woman, even helping to file a police complaint if necessary. Moreover, the ICC can initiate conciliation between parties, though no monetary settlement can form the basis of this process.
Failure to comply with the PoSH Act's provisions can lead to severe penalties, including hefty fines and other legal consequences for institutions. Therefore, medical colleges and hospitals must routinely verify that their ICCs are properly constituted and functioning effectively. Regular sensitization and training programs for all staff also remain crucial for creating awareness and promoting a culture of respect. Ultimately, proactive adherence safeguards both employees and the institution from legal ramifications while upholding a commitment to ethical conduct.
Learn more about workplace ethics in healthcareDisclaimer: This content is for informational and educational purposes only. It is not intended to be a substitute for professional legal advice, diagnosis, or treatment. Always seek the advice of qualified legal professionals for any questions you may have regarding a legal matter. Refer to the latest local and national guidelines for clinical practice.
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The NMC has reconstituted its Internal Complaints Committee under the PoSH Act, emphasizing workplace safety for women in healthcare institutions across Ind...
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