Audit, training, and ongoing compliance partnership. Behavior-based, not document-based.
Request a Scope Proposal →Standard POSH compliance audit + compliance report.
₹50,000 | $750
Deep audit + behavioral assessment. For organizations with 200+ employees.
₹75,000–₹1,00,000 | $1,000–$1,500
Request Scope Proposal →Half-day scenario-based training + behavioral assessment. No certificate without passing behavioral simulation.
₹20,000–₹35,000/session | $300–$500/session
Request Scope Proposal →Live simulation-based training for Internal Committee members. Tests real-time decision-making under pressure. Includes capability assessment report.
₹40,000–₹60,000 | $600–$900
Request Scope Proposal →Rashi Mathur serves as External Member on your Internal Committee, as mandated by the POSH Act. Covers quarterly IC meetings and participation in complaint inquiry.
₹50,000–₹75,000/quarter | $750–$1,100/quarter
Request Scope Proposal →When a formal complaint is filed, the IC needs procedural guidance for inquiry, documentation, and resolution. Per-complaint support.
₹15,000–₹25,000/complaint | $200–$350/complaint
Request Scope Proposal →Customised support for organizational SHe-Box portal registration. Documentation + process guidance.
₹10,000–₹15,000 | $150–$200
Request Scope Proposal →For institutions working with minors. 2-week audit + POCSO compliance report.
₹40,000–₹75,000 | $600–$1,000
Request Scope Proposal →For residential societies with 10+ staff. 4 modules + 1 live session.
₹15,000
POSH compliance audit for residential societies. Documentation review + IC assessment + compliance report.
₹25,000
Every engagement runs on a documented, versioned methodology and ends in a written report with evidence behind every line. Here is what lands on your desk.
Everything in the Standard audit, plus:
For institutions working with minors: schools, coaching centres, residential facilities.
Both audit tiers run the same five-phase DMAIC sequence, adapted from Six Sigma for compliance auditing. The difference is depth: a wider interview sample, behavioral assessment, pattern analysis, and the 90-day roadmap.
What your team provides: one point of contact; the documents listed in the engagement letter (POSH policy and dissemination proof, IC constitution and appointment letters, meeting minutes, complaint and inquiry records where any exist, training records, annual reports filed with the District Officer, SHe-Box registration details); photographs of the workplace notices; and interview time in a private room or on a private video call. The framework, checklists, and analysis are ours.
One finding from a compliance report, redacted and anonymised. Illustrative: it shows the format and the voice, not a real client.
Gap #4 · IC Functionality | Status: Red (Non-Compliant)
Evidence reviewed: IC constitution letter dated [redacted]; no meeting minutes on file for the 12 months preceding the audit; employee interview responses coded A through H.
Finding: A written POSH policy exists and was circulated to all employees; Parameter 1 is Green. The Internal Committee named in it has never convened. Members hold appointment letters and nothing else: no meetings, no minutes, no annual report filed with the District Officer. Six of eight employees interviewed could not name a single IC member or describe how to file a complaint. The policy is real. The committee exists on paper.
Root cause (5-Why): No one was assigned ownership of the committee. Management was not aware of the employer duties under the Act. No compliance training had reached them. No compliance function exists in the organisation. The organisation has outgrown informal management without building compliance infrastructure.
Risk rating: High.
Immediate action (7 days): convene the IC; publish the complaint channels to every employee. Short-term action (30 days): train IC members on inquiry procedure and the 90-day inquiry timeline. Long-term action (90 days): file the pending annual reports; place the monitoring checklist in the HR calendar.
Illustrative finding, adapted and redacted. Names, dates, and identifying details have been removed or altered.
Rashi Mathur, Lead Auditor. 17 years of Quality and Training leadership, Six Sigma Master Black Belt, certified POSH professional.
Standard and Comprehensive POSH audits are conducted by Rashi against EWR’s documented audit methodology. Where a junior auditor runs the fieldwork, on small-organisation audits and POCSO audits, Rashi reviews the draft against a written checklist and signs the final report. No report leaves EWR without review and signature. The methodology itself is documented and versioned, so any finding can be traced back to the parameter, the evidence, and the analysis behind it.
Stated up front, so you know exactly what you are buying.
What this audit is: an independent compliance assessment. We test your POSH and POCSO setup against a documented methodology, report findings with cited evidence, and hand you a remediation roadmap with owners and timelines. We also train your people, and on retainer, Rashi Mathur serves as External Member on your Internal Committee.
What this audit is not: legal representation or a legal opinion. EvolveWithRashi is not a law firm and does not appear before courts or tribunals. The audit is not litigation support, and findings are not legal advice; where a matter needs a lawyer, we will tell you so. Complaint handling support is procedural: your Internal Committee remains the decision-making body, and the inquiry stays with the IC.
Engagement, payment, and delivery terms are governed by our Terms & Conditions and Refund Policy. Reports are confidential, carry no employee names, and personal data is processed only for the purpose of the audit, as described in our Privacy Policy.
Tell us your headcount, locations, and whether POCSO applies. You receive a written scope proposal with a fixed price and timeline before any payment is made.
