Women welfare cell - What are the criteria for forming this cell, and how many members are required for it?

Hi team, Our company comprises 350 employees, and we are required to establish a Women's Welfare Cell, as mandated for all private limited companies. What are the criteria for forming this cell, and how many members are required for it?

Are you sure that we need to have a Women Welfare Cell in every establishment? Or do you mean a Committee for Prevention of Sexual Harassment of Women at workplace?

Yes , committe for Prevention of Sexual Harassment of Women at workplace.

It is mandatory that you should form a committee so that harassment against women can be prevented. There are a lot of trainers engaged for providing sessions on formation of the committee, conduct of enquiries related to sexual harassment and filing of various returns to the appropriate authorities. You will get inputs on it from this forum itself.

The basic thing is that every establishment wherein at least 10 employees are working shall have an internal compliance committee. The committee will comprise of six members, the Chairperson, four members of the establishment and at least one person nominated from outside who shall be a known personality in the field of women issues. The Chairperson and at least 50% of the members shall be women.

There shall be a written protocol for filing complaints before the Committee and the same shall be made known to all the employees of the establishment. There should be clear understanding about who all are covered and which all extensions of the workplace will be covered. There are provisions in the Act for escalating the issues and or filing appeals against he findings of the committee and filing annual returns to the appropriate authorities.

Hi Alaka,
Our company comprises 350 employees, and we are required to establish a Women's Welfare Cell, as mandated for all private limited companies. What are the criteria for forming this cell, and how many members are required for it?
Answer
Establishing a Women's Welfare Cell is an important step towards creating a safe and inclusive workplace for women. The specific criteria and requirements for forming this cell may vary depending on the jurisdiction and local labor laws.
In India, for example, under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, it is mandatory for all private limited companies with 10 or more employees to establish an Internal Complaints Committee (ICC) or Women's Welfare Cell. The ICC or Women's Welfare Cell is responsible for addressing complaints of sexual harassment at the workplace.

Here are some general steps and requirements for forming a Women's Welfare Cell:

Minimum Number of Employees: Ensure that your company meets the minimum employee threshold as mandated by local laws. In India, this is typically 10 or more employees.

Constitution of the Cell: The Women's Welfare Cell should be constituted by the employer and should consist of:

A Presiding Officer (who should be a woman employed at a senior level).
At least two members from among the employees, who are committed to the cause of women, and have experience in social work or have legal knowledge.
Representation: The Women's Welfare Cell should ideally represent different levels and departments within the organization to ensure diversity and inclusivity.

Training: Members of the Women's Welfare Cell should be trained on the laws related to sexual harassment, the company's policy, and how to handle complaints.

Awareness Programs: The Women's Welfare Cell should conduct awareness programs and workshops on preventing sexual harassment.

Handling Complaints: The Cell should be equipped to handle complaints of sexual harassment in a sensitive and confidential manner. They should follow due process in conducting inquiries and taking necessary actions.

Reporting and Record Keeping: The Cell should maintain records of complaints, actions taken, and reports submitted to the management.

Annual Report: The Cell is required to submit an annual report to the employer, which should include details of the complaints received, actions taken, and any recommendations.

No Interference: The employer should not interfere with the functioning of the Women's Welfare Cell and should provide all necessary support and resources.

It's important to consult with legal experts or HR professionals in your specific jurisdiction to ensure compliance with local laws and regulations. They can provide you with the most up-to-date and accurate information regarding the formation and functioning of a Women's Welfare Cell in your company.
Thanks,