But what happens when a respondent is mentally unfit to participate in the inquiry?

How should the Internal Committee (IC) proceed while staying compliant with the POSH Act—and also being trauma-informed, fair, and inclusive?

Let’s walk through a real-world-inspired scenario and break down the key steps the IC must take.

Case Scenario: When the Accused Is Mentally Unwell

Aarti, a young employee at a tech firm, files a formal PoSH complaint against Rajeev, her senior colleague. She alleges persistent, sexually suggestive jokes and boundary violations.

The IC steps in to initiate proceedings.

But something is off.

Rajeev seems disoriented, confused, forgetful. He breaks down during questioning. His manager shares that he’s battling bipolar disorder and had a relapse recently.

What now?

Understanding Mental Unfitness in PoSH Cases

Mental unfitness can be:

• Temporary (e.g., trauma, panic attacks, depressive episodes)
• Chronic (e.g., schizophrenia, PTSD, bipolar disorder, cognitive impairments)

The IC must tread carefully—protecting workplace safety while respecting individual dignity.

What the POSH Law (and Beyond) Says

While the PoSH Act doesn’t directly address mental incapacity, several provisions support a trauma-sensitive approach:

Section 9(2) – Extension of complaint filing deadline in valid cases
Rule 6(2) – IC must assist if complainant is unfit
Rule 9 – Allows for counselling
Section 12 – Interim relief like leave, transfer
Section 13 – Post-inquiry actions

Also relevant:

BNSS Section 367 – Trial suspension for unsound mind
BNS Section 84 – No criminal liability for acts by unsound individuals

How Can the IC Responsibly Proceed?

Here’s a 6-step playbook for handling mentally unfit parties:

1. Identify the Signs

Delusions. Confusion. Emotional breakdowns. Avoidance. Aggression.
These aren’t just red flags—they’re signals for support, not stigma.

2. Request Medical Evaluation

Before making assumptions, get a licensed psychiatrist’s assessment.
Always obtain informed consent.

3. Adjust the Inquiry Process

• Written responses > verbal interrogation
• Allow support person/guardian
• Use calming, neutral spaces
• Keep language simple
• Shorter, paced sessions

4. Document Everything

From observations to accommodations—track it all. It strengthens the inquiry’s credibility.

5. Maintain Dignity & Confidentiality

No labels. No gossip. No bias.
Be empathetic, but grounded.

6. Suspend or Defer if Needed

If participation is harmful to the individual, pause the process. Resume only when they’re medically fit.

What If Rajeev Is Found Guilty?

Despite his condition, if the IC finds enough evidence, it can recommend action under Section 13:

• Written apology
• Counselling/psychiatric treatment
• Transfer
• Withholding increments
• Termination (in severe/repeat cases)
• Sensitization training

Remember: Mental illness doesn’t excuse harmful behavior, but it requires sensitive handling.

The IC’s Role Is Delicate—But Doable

Balancing legal, ethical, and emotional dimensions is never easy.

But with the right tools, clarity, and empathy, the IC can:

• Ensure justice for complainants
• Respect the mental health needs of respondents
• Preserve workplace safety and dignity

At CecureUs, we guide organizations through complex POSH scenarios. From IC training to real-time case support, our mission is to build workplaces that are safe, inclusive, and trauma-informed.

 Reach out if you need help navigating tough PoSH cases involving mental health.

 Feel free to reshare or tag someone in HR or compliance who needs to read this.

The post When Mental Health Meets POSH : How Should the IC Respond? appeared first on Viji Hari.

Here are some sample messages you can adapt and send:

Policy Gyan:

1. “Be a bystander who makes a difference. If something feels wrong, speak up! For guidance or questions, reach out to <email id>.”
2. “A safe workplace begins with mutual respect. Unwanted advances or comments are never okay. Report any incidents to <email id>.”
3. “Stand up for yourself and your colleagues—report inappropriate behavior to create a safer workplace for all. Contact <email id> to report.”
4. “Awareness is the first step in prevention. Know your rights and responsibilities under the workplace harassment policy: <Policy link>.”
5. “Remember, sexual harassment can be physical, verbal, or non-verbal. If it makes someone uncomfortable, it crosses a line. Report at <email id>.”
6. “Respect personal boundaries—what feels ‘harmless’ to one person may be uncomfortable to another. Learn more about our policy: <link>.”
7. “Together, we can prevent harassment. If you see something, say something—support your colleagues and promote a safe workplace. Report at <email id>.”
8. “Know your rights. Prevent sexual harassment by staying informed. Read our policy at <link>. Let’s create a respectful workplace together.”
9. “Taking photos without consent or sending repeated friend requests is considered stalking. Respect boundaries. Stop, and if needed, report to <email id>.”
10. “Jokes or remarks that make someone uncomfortable aren’t harmless. Respect boundaries—report at <email id>.”
11. “Your voice matters! For reporting any concerns regarding sexual harassment in the workplace, email <email id>. Let’s keep our workplace safe for everyone.”

By regularly sending these awareness messages, you can foster a safer, more respectful workplace culture, even for employees who may be harder to reach. Remember, every message reinforces the idea that everyone has the right to feel safe and supported at work.

The post Tips for Preventing Workplace Harassment appeared first on Viji Hari.