The Gender Safety Net Initiative

Your rights, simply stated

Your college must have an ICC If it doesn't, that itself is a violation you can report to the UGC.
You cannot be punished for filing If anything bad happens to you because you filed a complaint, that is also a violation.
Your name must be kept confidential The ICC cannot tell other students, the media, or the public.
You can ask for practical help during the investigation — such as a change of class section or hostel accommodation.
The inquiry must be done within 90 days. If it takes longer without explanation, you can raise this as a concern.
You can appeal. If unsatisfied with the ICC outcome, you can escalate to the appellate authority named in your institution's policy.

The POSH Act, 2013

Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act

The primary legislation covering sexual harassment in Indian workplaces — which includes educational institutions. It mandates every institution to constitute an Internal Complaints Committee (ICC).

Every institution with 10+ employees must have an ICC
Complaint must be filed within 3 months of the incident (extendable)
ICC must complete inquiry within 90 days
Your identity must be kept confidential by the ICC
Retaliation against complainants is strictly prohibited

Read the full Act

UGC (Prevention, Prohibition and Redressal) Regulations, 2015

University Grants Commission Regulations specifically for Higher Educational Institutions

These regulations extend protections specifically to students in universities and colleges, going beyond the POSH Act.

All HEIs must have an ICC — even those with fewer than 10 employees
ICC must include a student representative
Institutions must conduct gender sensitisation programmes
Non-compliant institutions can lose grants or affiliation
ICC must submit annual reports to the UGC

Read the UGC Regulations (PDF)

Vishaka Guidelines, 1997

Supreme Court of India — Vishaka v. State of Rajasthan

India's first legal framework against workplace sexual harassment, established by the Supreme Court before the POSH Act. Remains relevant as interpretive guidance and defined sexual harassment to include physical, verbal, and non-verbal conduct.