Registration of sexual harassment cases have seen rise in top 30 firms of India, according to data analysis by ComplyKaro
There has been a rise in the unfortunate sexual harassment cases and complaints in India's leading 30 companies. The cases have seen a 6.2% rise in financial year 2025 i.e. FY25 concluded few months ago. As per data analysed by Complykaro, a POSH compliance advisory firm, these companies received a total of 958 complaints in FY25 as opposed to 902 in FY24. This rise indicates a rising sense of confidence among the employees in raising complaints and seeking redressal under the POSH (Prevention, Prohibition and Redressal) Act of 2013.
The figures mainly refers to 30 firms listed on BSE, or Sensex companies, with complaints being at an all-time high. Complykaro founder Vishal Kedia explained that this consistent increase highlights the effect of enhanced awareness and legal assistance provided under the POSH model. He pointed out at a 21% rise in unsolved cases and complaints pending as of year-end, highlighting that quicker resolution avenues are needed.
In-depth sector-wise analysis indicates banks and IT firms have generated close to two-thirds of overall complaints, with banking standing at 34% and IT sector at 31.5%. Tata Consultancy Services (TCS) was at the top in the case of companies with 125 complaints in FY25, an increase from 110 FY24 complaints. ICICI Bank ranked second at 117, a marginal decline from 133 cases last year. Other notable number of complaints have been from Infosys, Tech Mahindra, HDFC Bank, and HCL Technologies.
Experts view the increase in complaints as an encouraging trend instead of an indication of declining workplace safety. Pallavi Pareek, the founder of Ungender, a Bengaluru-based POSH advisory firm, looks back and says the rise in reporting is a reflection of workers feeling safer and more confident about raising their voice. For years, most victims did not say anything because of stigma and fear of backlash. Increased awareness campaigns and legal requirements now prompt workers to report incidents without hesitation.
The Supreme Court directive to have all corporations register their Internal Complaints Committees (ICCs) on the Government's SHe-Box Portal and orders for labor commissioner surveys at district levels are key steps in building oversight and compliance. This has triggered compliance activities among MSMEs as well, which extends coverage beyond big corporations.
Despite this development, the 21% increase in pending grievances indicates systemic hurdles in considering and resolving sexual harassment cases soon. Delays can weaken victims' confidence in the judicial process, highlighting the importance of enhanced internal grievance mechanisms and periodic audit.
In addition, as more complaints indicate empowerment, firms need to maintain safe, respectful cultures where harassment is avoided, not merely reported. Ongoing training, open grievance redressal, and protection of victims are key to preventing incidents at their root.
The 6% increase in sexual harassment cases filed in India's top firms during FY25 is a sign of a cultural transformation toward transparency and responsibility. The statistics display the increased employee confidence and the accessability to the POSH Act. Yet, more work needs to be done in pacing up redressal and building harassment-free workplaces, a shared responsibility for organisations and regulators to understand and act accordingly.
