27th February 2026 | Issue No. 122

Updated Equilibrio Advisry Newsletter Banner 27th Feb 2026

The Equilibrio Gazette

A brief buletin for building safe workspaces!

This weekly newsletter is your gateway to staying current on relevant laws (like POSH, POCSO, Transgender Persons Act, etc.) and the psychosocial intersections that impact the workplace.

27th February 2026 | Issue No. 122

Illustration highlighting October as Mental Health Awareness Month in the workplace, featuring calming elements like plants and symbols of well-being, promoting stress management and emotional support among employees.

Upcoming Events

Mark your calendars! In this section, we highlight an upcoming event you won't want to miss.

POSH Train the Trainer Program Become a Certified Trainer V2
🚨 POSH Train the Trainer (TTT) Workshop 🚨
 
Become a certified POSH trainer. Gain the skills to deliver impactful trainings, understand legal and psychological aspects, handle real-world cases, and navigate sensitive workplace conversations with confidence.
 
✨ Early Bird Offer: Valid for the first 8 registrations only
👥 Group Discounts Available – Enrol with your team and save more
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Gain clarity on your responsibilities under the Maternity Benefit Act, 1961 while exploring how to create a truly supportive environment for women employees—before, during, and after maternity leave.
 
Join our 1-hour legal awareness session to understand compliance requirements and discover practical ways to build compassionate, inclusive workplaces.
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Maternity Benefit Act Returning Mother Workshop 24th Feb 2026 V1

In the Spotlight!

Explore ways to build your knowledge and capacity with our team of in-house experts!

Love is listening when someone says “no.” Love is caring without pressure. 💛

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what is love 27th Feb 2026
an insightful and enriching experience Our recent DEIB workshop 27th Feb 2026

Our recent DEIB workshop was an insightful and enriching experience, highlighting the power of open dialogue and shared perspectives. Participants engaged meaningfully, deepening awareness of diversity’s impact at work. Together, we strengthened our commitment to building an inclusive environment where everyone feels valued, respected, and a true sense of belonging.

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To be known without trembling. To speak without shrinking.
 
Honesty shouldn’t feel risky in the spaces you call home—whether in relationships, friendships, or at work. Your voice is not an inconvenience. Your needs are not irrelevant.
 
Silence may feel like survival, but connection built on self-erasure is fragile. You deserve spaces where truth is met with empathy, not punishment.
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To be known and not tremble 27th Feb 2026

Stay Current!

~ Spotlighting Landmark Judgments since passing of the Law!

I - LEGAL UPDATES

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POSH Act Inquiry Cannot Be Avoided Due to Pending Criminal Case Gauhati High Court

The Gauhati High Court has held that procedural lapses or delays by an Internal Complaints Committee cannot defeat a woman’s statutory right under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Even where criminal proceedings are pending, the right to a workplace inquiry survives and must be meaningfully addressed.

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CSAW

The Kerala High Court recently quashed criminal proceedings under the Protection of Children from Sexual Offences (POCSO) Act, 2012 after the accused and the victim lawfully married and are living a peaceful married life, supported by an affidavit from the complainant. The court observed that continuing prosecution in such circumstances would harm the stability of their family and that exceptional circumstances can warrant quashing to promote harmony and complete justice.

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Marriage After Alleged POCSO Offence Kerala High Court Quashes Proceedings to Preserve Family Life

II - Exploring Intersections

Internal Committee Jurisdiction Under The POSH Act 2013 19th Feb 2026 900x506 1

Understand how the Internal Committee (IC) under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 functions and where its authority lies. This session will clarify what complaints fall within the IC’s jurisdiction, how jurisdiction is determined, and recent legal clarifications that help ensure fair, effective redressal of workplace sexual harassment issues—strengthening workplace safety and compliance.

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Gain essential insights into the Maternity Benefit Act, 1961 and its key amendments—especially the transformative changes introduced in 2017. Learn how maternity leave entitlements, adoptive and commissioning mother provisions, creche requirements, and work-from-home options affect employer obligations and support women employees throughout pregnancy and early motherhood. Stay compliant while building a workplace that honours both legal duties and employee wellbeing.

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Maternity Benefits Act 1961 and recent amendments Implications for Employers 1

Engage with us!

Here's your weekly food for thought through a Fun Fact or Quiz.

Did you know that Georgie Wileman’s powerful short film, “This is Endometriosis,” clinched a BAFTA for Best British Short Film?
 
This impactful film began as a personal photography project before blossoming into a wider movement. Featuring an entirely volunteer cast, “This is Endometriosis” bravely shines a light on the often-misunderstood, far-reaching life impacts and the disabling nature of the condition.
 
Wileman’s work has not only been instrumental in raising crucial awareness but has also earned her acclaim for her dedication to telling women’s stories within a predominantly male industry. Her success is paving the way for future female filmmakers.
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Have a burning question about POSH? Maybe Mental Health at Work, Child safety or DEI&B strategies? Drop us an email with your query and we would love to answer it, in all seriousness.

Curious Cat:
What is design bias, and how does it impact women in the workplace?
 
Answer:
Design bias occurs when products, processes, or environments are unintentionally created with assumptions that favor certain groups, often excluding or disadvantaging others. For women in the workplace, this can manifest in various manners. For instance, tools and equipment (like voice recognition or safety gear) designed primarily for male users can be less effective or even unsafe for women.
 
In the workplace it can often show up as policies and evaluation systems that may implicitly disadvantage women, particularly regarding career progression and flexible work. It can also show up as subtle infra-stuctural gaps like office layouts or facilities might not adequately accommodate women’s needs (e.g., lactation rooms, privacy).
 
Ultimately, these biases can lead to reduced productivity, inequitable opportunities, and a diminished sense of belonging for women.
 
To understand how to create more equitable workspaces for women, especially working mothers, join our workshop on “Maternity Benefits and Returning Mothers” here.
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Here’s all the tools you need to build safe and equitable workspaces! Drop us a Hey, to get started!
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