POSH Compliance, Legal Notices & Contract drafting services.

At E-2, Arera Colony, Bhopal, Madhya Pradesh, is our physical setup, but most of T&A's nature of work happens online & via digital formats only since we cater to PAN-India.

T&A's specialised legal services are accessible to all kinds of businesses, startups, organisations, and individuals across India.

Yes, even though our office might be located in Bhopal, Madhya Pradesh, we provide both offline, online, or hybrid consultations across India.

T&A works on the philosophy of hybrid engagements. We are pretty much flexible and driven by dedication, not distance.

Feel free to reach out at legal@tharaniassociates.in & our intention remains to reply as soon as possible (Monday – Friday).

Within 5 working business days, from Monday to Friday, we respond to queries. In no way are we less appreciative of the weekend working culture, and in case of grave emergencies, available for you then too.

No. The content is for general informational purposes only and does not constitute legal advice, an opinion, or solicitation. Visiting or contacting Tharani & Associates does not create an advocate–client relationship. Information shared during a professional engagement is treated confidentially, subject to applicable law and professional obligations.

Once we have your query on board, we shall schedule a meetup within 5–7 working business days to better assess the problem at hand, understand your needs & preferences, & pan out the work strategy accordingly for smoother, quicker, clearer access to justice.

A brief note on the issue at hand, the parties involved, and any relevant documents — such as contracts, notices, or correspondence — helps us assess your matter faster and get back to you with clarity.

Although headquartered in Bhopal, Madhya Pradesh, Tharani & Associates advises clients throughout India. Through secure digital consultations and hybrid engagements, we make quality legal support accessible — wherever you are in India.

The POSH Act stands for the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. It is an Indian law designed to protect women from sexual harassment at the workplace and provide a mechanism for preventing and addressing complaints of sexual harassment. In simple terms, it aims to ensure that women can work in a safe environment free from sexual harassment, and lays down responsibilities for employers along with mechanisms — such as an Internal Committee (IC) — to address complaints. The Act came into force on 9 December 2013 and extends across India.

POSH is commonly used to refer to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

All POSH-oriented services that T&A caters to include: POSH Policy Drafting, Internal Committee (IC) Formation, POSH Training for Employees, POSH Audit & Annual Report Filing, and acting as a POSH External Member.

Every organisation with 10+ employees must form an Internal Committee (IC).

Yes, at T&A, we assist organisations with drafting and reviewing customised POSH Policies that reflect their organisational structure while meeting the requirements of the POSH Act.

Yes, we do assist with the constitution of Internal Committees, ensuring the Committee is structured in accordance with the statutory requirements and is equipped to discharge its responsibilities effectively.

Yes, Adv. Simran Tharani herself conducts POSH awareness sessions for employees, management teams, and law students to help organisations meet their training obligations and strengthen workplace awareness.

Yes, we review existing POSH compliance frameworks, conduct compliance audits, identify gaps, and assist with the preparation and filing of the statutory Annual Report under the POSH Act. If you haven't begun POSH documentation at all, we help you from scratch and get you POSH-compliant in no time.

The Internal Committee (IC), earlier referred to in the Act as the Internal Complaints Committee, is a committee that an employer is required to constitute under Section 4 of the POSH Act, 2013, to address complaints of sexual harassment at the workplace. In simple terms, it is the workplace body responsible for receiving and dealing with such complaints, and the Act also gives it a role in conducting inquiries.

The POSH Act, 2013 and its accompanying rules do not explicitly mandate a fixed or rigid number of Internal Committee (IC) meetings per year. The law requires the IC to convene immediately upon receipt of a sexual harassment complaint to conduct an inquiry, but many legal & HR compliance experts strongly recommend conducting quarterly meetings (4 times a year).

The POSH Act specifically protects only female employees and complainants. The statutory framework defines an aggrieved person strictly as a woman.

Yes, filing a POSH annual report is strictly compulsory every year for all organisations in India that have 10 or more employees.

As per Section 4 of the POSH Act, 2013, an External Member is an independent person from outside the organisation who brings relevant knowledge or experience to the Internal Committee and participates in the Committee's proceedings under the POSH Act.

Yes. The POSH Act requires that the identity of the complainant, respondent, and witnesses, as well as the contents of the complaint and inquiry proceedings, be kept confidential. Breach of confidentiality is itself a punishable offence under the Act.

Under Section 11(4) of the POSH Act, 2013, an inquiry into a complaint of sexual harassment by the Internal Committee or Local Committee must be completed within 90 days.

The Act specifically provides for consequences where an employer fails to constitute the Internal Committee, fails to take certain actions required under the Act, or contravenes other provisions of the Act or its rules. Under Section 26, such non-compliance may attract a fine of up to ₹50,000.

A contract is a legally enforceable agreement between two or more parties that creates rights and obligations for them.

As per Section 10 of the Indian Contract Act, 1872, both parties must be legally capable of agreeing, agree freely, and the purpose and consideration of the agreement must be lawful. The Act also recognises that certain contracts may be subject to other legal requirements, such as being in writing, witnessed, or registered, where another applicable law requires it.

Adv. Simran Tharani drafts and reviews contracts that clearly record the rights, obligations, responsibilities, and liabilities of the parties. The objective is to reduce ambiguity and minimise the scope for future disputes.

At T&A, we cater to contracts of all kinds, like Non-Disclosure Agreements (NDAs), Employment Contracts, Shareholders' Agreements, and Consultancy Agreements & any other that you need help with.

It depends on the contract and the facts & circumstances of each case. The agreement may contain specific termination clauses, notice requirements, or consequences of termination which the parties should ideally keep up with to avoid a greater legal battle.

At minimum, check the parties' details, scope of work, payment terms, timelines, responsibilities, termination clause, confidentiality obligations, dispute resolution mechanism, and consequences of breach & legal damages, if applicable.

Contract drafting typically takes anywhere from 1 to 7 business days for standard agreements like NDAs or simple business contracts, but complex commercial documents or negotiations can extend to several weeks or months. The final timeline depends heavily on the complexity of the terms and the number of reviewing parties — at T&A, our agenda remains to solve your queries as soon as possible.

Yes, T&A can review a contract after it is signed. While we prefer reviewing agreements before signature, post-signing reviews are common to assess legal liabilities, determine exit options, identify breaches, or evaluate options for amending the existing terms with the other party.

At T&A, our goal is to resolve your problems promptly without resorting to court (unless necessary). Non-litigation means with minimal to zero court involvement. The goal is timely, practical resolution — wherever possible, before formal legal proceedings become necessary.

A legal notice is a formal written warning which is sent by the advocate on behalf of one party to the other party before filing a lawsuit. It explains the grievance, demands corrective action or payment in cash/kind, and sets a time limit (like 15 to 60 days) to resolve the issue before court action can be taken.

Depending on the terms and circumstances, the affected party may have contractual remedies such as claiming damages or seeking other appropriate relief available under applicable laws.

A legal notice can be sent via email or WhatsApp, and Indian courts recognise it as valid if delivery and receipt (such as blue ticks or email delivery logs) are provable. However, physical delivery through Registered Post or Speed Post remains the safest, traditional gold standard.

Though there is no single-jacket formula for all legal notices, they vary from the facts & circumstances of each case. We draft all kinds of legal notices, starting with demand notices, employment disputes, consumer complaints, contractual disputes, and recovery matters. Each notice is prepared to clearly set out the legal position and the relief sought.