Confirmed after workforce, state, registration and filing-frequency review.
Government dues, contributions, taxes and third-party charges are separated in the written scope.Explore this page · jump to a section
EMPLOYER COMPLIANCE • PAN INDIA
POSH Compliance Services for Employers
A practical prevention, reporting and governance system that employees and management can actually use.
RegisCorp connects prevention of sexual harassment workplace compliance with payroll records, workforce facts, due dates and management approvals so the employer can act with clarity.
01 • DELIVERYOnline ledPan India coordination
02 • SCOPEWrittenDefined before work
03 • CONTROLOne teamConnected compliance context
Clarity continues beyond the first step.
The original page-specific roadmap is retained here, with every detail available after the quick enquiry panel.
Applicability matters. Labour, payroll and social-security duties vary by establishment, state, employee profile, wage data and threshold. Verify the current position before acting.
Compare the service route THE OUTCOME YOU ARE BUYING
A practical prevention, reporting and governance system that employees and management can actually use.
The engagement is designed to make prevention of sexual harassment workplace compliance understandable, executable and easier to evidence during internal review or authority scrutiny.PRICE • PROOF • COVERAGE
Clear scope. Visible confidence.
Understand the starting commercial position and the service model before sharing documents or approving work.
UNDERSTAND THE EMPLOYER OBLIGATION
POSH Compliance should support real workforce operations, not become a disconnected filing task.
POSH Compliance Services for Employers begins with the employer, establishment and employee facts that determine what may apply. A clear foundation prevents teams from using generic checklists that do not match their workforce.RegisCorp helps organise the information, responsibilities and evidence trail so payroll and employer compliance can continue consistently as headcount changes.
Review your employer setup WHAT IS INCLUDED
Know exactly what the engagement delivers.
Applicability and readiness review
Scope and applicability are reviewed before execution.
Policy support
Records are prepared around the employer and workforce facts.
Internal Committee setup guidance
Completion is tracked with a usable evidence trail.
Awareness and reporting framework
Connected payroll, tax and labour dependencies are flagged.
Register and annual-reporting checklist
Scope and applicability are reviewed before execution.
Escalation map
Records are prepared around the employer and workforce facts.
WHO THIS IS FOR
Built for employers who want dependable workforce compliance.
- Employers building workplace safeguards
- Organisations reviewing committee and policy readiness
- Growing teams formalising complaint handling
WHO THIS IS NOT FOR
Another professional or authority route may be required when:
- Emergency or criminal matters requiring immediate authority support
- Requests to predetermine an inquiry outcome
- Template-only use without organisational adoption
SERVICE COVERAGE
What a structured posh compliance engagement should control.
01
Applicability and readiness review
Scope and applicability are reviewed before execution.
02
Policy support
Records are prepared around the employer and workforce facts.
03
Internal Committee setup guidance
Completion is tracked with a usable evidence trail.
04
Awareness and reporting framework
Connected payroll, tax and labour dependencies are flagged.
05
Register and annual-reporting checklist
Scope and applicability are reviewed before execution.
06
Escalation map
Records are prepared around the employer and workforce facts.
DECISION TABLE
Choose the employer service from the obligation that needs control.
| Current need | Recommended route | Primary output | Important dependency |
|---|---|---|---|
| 01Salary cycle needs control | Payroll processing | Approved payroll and reports | Attendance, CTC and changes |
| 02Social security may apply | EPF or ESI review | Registration or compliance plan | Threshold and employee facts |
| 03State employer levy applies | Professional Tax support | Registration and returns | State-specific law |
| 04Workplace systems need strengthening | HR documents or POSH | Policies, records and action plan | Workforce profile and governance |
SCOPE BEFORE EXECUTION
Employer compliance is connected, but every obligation has a different trigger.
Payroll is the record layer
Salary calculations and approved inputs support several downstream obligations.
Registrations are not returns
Obtaining an account does not complete recurring payment and filing duties.
State rules matter
Professional Tax and establishment requirements can differ by location.
Workplace governance matters
Contracts, registers and POSH systems require operational adoption, not only templates.
WHY REGISCORP
One organised route from eligibility to operations.
Applicability-first review
We identify the relevant employer facts before proposing work.
Connected information flow
Payroll, TDS, EPF, ESI and employment records are considered together.
Defined responsibility
The scope identifies inputs, approvals, deadlines and ownership.
Readable reporting
Management receives clear outputs rather than unexplained portal activity.
DOCUMENT READINESS
Build the posh compliance file around current employee evidence.
The exact checklist depends on entity, state, establishment, headcount, wage structure and the selected assignment.Request a tailored checklist- Entity and workplace details
- Employee and location profile
- Existing policy and committee records
- Prior training or reporting evidence
- Relevant complaint-process records, if appropriate
OUR WORKFLOW
Assess. Configure. Approve. Complete.
01
Assess workplace readiness
Confirm facts, applicability and scope.
02
Design policy and governance records
Prepare records, calculations or application data.
03
Support adoption and awareness
Share the output for employer review and approval.
04
Review recurring reporting readiness
Complete the action and preserve acknowledgements.
INDICATIVE TIMELINE
Understand the stages before completion.
- 01
Discovery
Typically 1 to 2 working days after complete inputs.
- 02
Setup
Scope and records are configured for the selected service.
- 03
Review
Employer validates calculations, forms or documents.
- 04
Completion
Filing or deliverables are closed subject to portal and authority processing.
COMMON MISTAKES
Avoid preventable delays, rework and scope gaps.
Using an outdated employee master
Incorrect joining, exit, wage or identity data affects several outputs.
Treating payroll and compliance separately
Disconnected calculations create reconciliation gaps.
Missing state-specific duties
Employer obligations can change across locations.
Late employee change inputs
Uncontrolled changes delay payroll and statutory reporting.
No approval evidence
Verbal confirmation makes corrections and audits harder.
Ignoring recurring duties after registration
Accounts require continuing payments, returns and records.
RISK CONTROL
Workforce obligations become costly when the records do not support the action.
Control inputs, approvals, deadlines and employee evidence before problems surface through a complaint, inspection or reconciliation.- Missing committee structureReview applicability promptly, document the facts and preserve the completion trail.
- Unusable policyReview applicability promptly, document the facts and preserve the completion trail.
- Weak confidentiality controlsReview applicability promptly, document the facts and preserve the completion trail.
- No recurring evidenceReview applicability promptly, document the facts and preserve the completion trail.
EMPLOYER QUESTIONS
POSH Compliance frequently asked questions
This is general information, not legal or tax advice. Applicability depends on current central and state law and the employer's facts.Ask an expert question01What does POSH compliance include?+
It can include applicability review, policy, Internal Committee readiness, awareness, complaint-process records and annual reporting support.
02Is a policy alone sufficient?+
No. Governance, committee capability, communication and recurring records matter.
03Can RegisCorp conduct an inquiry?+
That requires a fact-specific scope, independence assessment and appropriate professional roles; it is not assumed in a standard compliance package.
OFFICIAL EMPLOYER REFERENCES