Sexual harassment at the workplace constitutes a violation of fundamental human rights, dignity, equality, and the constitutional guarantee of safe working conditions. The enactment of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) marked a transformative moment in Indian labour jurisprudence by institutionalizing preventive, remedial, and punitive mechanisms against workplace harassment. Over a decade after its implementation, the POSH framework has evolved significantly through judicial interpretation, corporate governance reforms, technological workplace transformations, and emerging gender-sensitivity norms.

This article critically examines the development of sexual harassment law in India after the POSH Act, focusing on legislative evolution, compliance challenges, employer liability, procedural safeguards, and recent judicial decisions from 2023–2026. The study analyses landmark Supreme Court and High Court rulings clarifying Internal Complaints Committee (ICC) jurisdiction, limitation periods, evidentiary standards, and procedural fairness. Recent regulatory developments—including mandatory corporate disclosures and proposed statutory amendments—demonstrate a shift from formal compliance toward substantive workplace equality.