Employees report from their phone in minutes, by name or anonymously. Your committee gets a clear, step-by-step process with every deadline tracked. Private for your people, simple for HR, and on record for the law.
The problem
Most organisations still handle harassment, fraud and grievance complaints with everyday tools that were never designed for something this private, or this legally risky.
Screenshots get forwarded, messages get deleted, and anyone in the group can read them.
Copied to anyone, forwarded to the wrong person, with no record of who read what.
No deadlines, no access control, and anyone can quietly edit a row.
Built for leave and laptop requests, not confidential investigations.
Nothing written down, so nothing to prove what was reported, or when.
Locked in one office, impossible to report on, and easy to lose.
The basics
If you employ people in India, these rules probably apply to you already. Here's what each one means in practice.
What it is: a law that requires every workplace to prevent sexual harassment and deal with complaints properly.
Applies to: every employer. Any office or branch with 10 or more people must have its own Internal Committee.
You must: set up the committee, finish each inquiry within 90 days, keep it confidential and file a report every year.
What it is: a safe channel for employees to report fraud, bribery or wrongdoing without fear of being found out.
Applies to: listed companies and many others by law, and most companies whose clients or investors ask for one.
You must: protect the reporter's identity, investigate properly, and keep the board's audit committee informed.
What it is: a fair way to resolve everyday complaints about pay, workload, behaviour or working conditions.
Applies to: establishments with 20 or more workers, which need a grievance committee, and good practice everywhere else.
You must: respond within a set time, let people escalate if they're unhappy, and keep a record.
What it is: India's data protection law. Complaint records, which hold names, allegations and evidence, are personal data under it.
Applies to: every organisation that handles personal data digitally, which means almost everyone.
You must: keep that data secure, use it only for its purpose, delete it when it's no longer needed, and report breaches.
Why it matters
One leaked complaint, missed deadline or lost piece of evidence can mean penalties, lawsuits and headlines. Worse, your people stop trusting you enough to speak up.
maximum penalty under the DPDP Act if personal data isn't properly protected.
POSH Act penalty for not following the law, doubled if it happens again, plus possible licence cancellation.
to complete a POSH inquiry. Miss it and the outcome can be challenged.
a POSH report must be filed with the District Officer, covering every complaint received.
How it works
Set it up once. After that, every complaint follows the same fair, documented path.
They scan the QR poster at their branch or open a link, then fill a short form on their phone. They can give their name or stay anonymous. No app or login needed.
The complaint goes only to the committee for that branch and type of concern. Anyone with a conflict of interest is automatically left out.
The committee follows a clear checklist with deadlines and reminders, collects evidence and statements, and messages the reporter privately.
The decision, actions and every step along the way are saved permanently, ready for your annual report, an audit or a court.
Print a poster for each office, plant, campus or store. When someone scans it, their complaint goes straight to that location's committee. Nobody has to choose from a list, and nobody can send it to the wrong place.
Scan to raise a POSH concern privately. Only the Pune Plant Internal Committee will see it.
Pune Plant · POSHStep-by-step process
Committee members aren't lawyers. TrustToSpeak guides them through each stage of an inquiry, reminds them before deadlines, and won't let important steps be skipped.
Stay in touch, privately
When someone reports, they choose a secret word. With it, they can check progress and message the committee at any time, even if they reported anonymously. Without the word, the link alone shows nothing.
Safe evidence
Screenshots, emails and recordings are stored securely, each with a digital fingerprint taken the moment it's uploaded. If anyone ever alters a file, it shows. By default evidence can be viewed but not downloaded, and every view is logged.
Industries
Every sector has its own reasons why people don't speak up. Here's how TrustToSpeak fits yours.
Hybrid teams, many offices and strict client audits.
The challenge. Your people work across cities, shifts and client sites, and many of your clients now ask for proof of a working POSH and whistleblower process before they sign.
Shop floors without desks, email or HR nearby.
The challenge. Most of your workforce has no company email or laptop, works in shifts, and won't walk into an HR office to complain about a supervisor.
Students, staff, minors and hostels, across campuses.
The challenge. Campuses have to protect students as well as staff, deal with minors, and keep sensitive evidence off personal phones, often across several campuses.
24×7 shifts, many sites and high-pressure teams.
The challenge. Night shifts, rotating teams and strict hierarchies make it hard for nurses, technicians and junior doctors to speak up safely.
Regulators, auditors and boards all want proof.
The challenge. Listed companies must run a vigil mechanism the board can stand behind, and regulators expect complaint records that can't be quietly edited.
Hundreds of outlets and high staff turnover.
The challenge. With staff spread across many stores, hotels or restaurants, concerns never reach head office, or they reach the wrong regional manager.
In practice
Three typical situations we're built for, and how TrustToSpeak changes them.
Why not your HR software?
Your HR software is great for payroll, leave and appraisals. That's exactly why a harassment or fraud complaint should never sit inside it.
HR staff, IT administrators and software vendors usually have wide access. The person being complained about might be one of them.
A complaint stored beside someone's appraisal and salary invites bias, and claims of retaliation.
Every action in an HR system is tied to a login. Employees know it, so they stay silent.
Interns, contract workers, visitors, students and ex-employees are protected by law too, but aren't in your HR system.
HR ticketing has no legal deadlines, committees or conflict checks. A fair process can't be a status dropdown.
If anyone can change a record without it showing, it won't hold up when the case is challenged.
| What you need | Email & spreadsheets | HR software | TrustToSpeak |
|---|---|---|---|
| Kept separate from HR records | Scattered | Same system | Completely separate |
| Report anonymously, and still get updates | No | No | Yes |
| Report without an account | Email only | Employees only | Anyone, by link or QR |
| Only the assigned committee can see a case | No | Whole HR team | Yes |
| Conflicts of interest checked automatically | No | No | Yes |
| Legal deadlines with reminders | Manual | Generic | Built in |
| A committee per branch, with QR reporting | No | No | Yes |
| Evidence and records that show tampering | No | No | Yes |
DPDP Act, 2023
A complaint holds names, allegations, sometimes health details, and evidence. Under India's data protection law, your organisation is responsible for keeping all of it safe. TrustToSpeak does the heavy lifting.
Every name, contact and complaint is encrypted with a key unique to your organisation, in your own separate database.
Only the committee assigned to a case can open it. Not HR, not IT, not even us.
Every view, download and change is logged permanently, so you always know who saw what.
Complaint data stays apart from payroll and appraisals, and questions that don't apply are never stored.
Each policy has its own retention period, with a legal hold for cases where another law says to keep records.
Requests to erase data go through a proper approval process, and every decision is recorded.
Questions
If you have 10 or more employees at any office, the POSH Act requires an Internal Committee there, a proper inquiry process and an annual report. TrustToSpeak gives a small HR team all of that without lawyers or spreadsheets. You pay per location, not per employee, so a single office costs ₹12,000 a year with every feature included.
It's the group of people, usually 4 or more including an external member, who receive and investigate sexual harassment complaints under the POSH Act. TrustToSpeak helps you set up a committee for each branch, assigns cases to them, and guides them through each inquiry.
Yes, wherever the policy allows it. Anonymous reporters still get a private link and a secret word to check progress and chat with the committee. For whistleblower reports, anonymity is always on and nobody can switch it off.
Only the committee members assigned to that case. HR administrators, IT staff and other managers can't open it, and every view by anyone is recorded.
HR software gives many people access, ties every action to a login, and stores complaints next to appraisals and salaries. That puts confidentiality, anonymity and data-protection compliance at risk. TrustToSpeak is kept separate on purpose.
Very little. The policies come ready-made. You add your branches and committee members, adjust anything you want, and print your QR posters. Most organisations are live within a day.
Yes. Each branch can have its own QR code and committee, and complaints go to the right one automatically. Regional managers see only their branches; head office sees everything.
Get started
See how TrustToSpeak takes a complaint from a QR scan to a closed, audit-ready case in a 30-minute walkthrough tailored to your policies.
One place for every kind of workplace concern