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How to file a sexual harassment complaint against university faculty

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If a professor's behavior makes you uncomfortable, you don't have to 'just deal with it.' Here is how to use the POSH Act and UGC regulations to hold them accountable.

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11 min read
#POSH Act 2013 India#UGC Regulations 2015 sexual harassment#Internal Committee university#sexual harassment complaint college faculty#student rights India#BNS Section 74#reporting professor harassment#HEI sexual harassment policy

The Hook

You are in your final year, and your project guide is a big deal in the department. But lately, their feedback comes with 'accidental' touches or late-night WhatsApp messages that have nothing to do with your thesis. You feel a pit in your stomach every time you have to go to their cabin. You are terrified that if you speak up, your internal marks will tank or your career will be blacklisted before it even begins. You might think your only options are to keep quiet or drop out. They aren't. In India, your university is legally required to have a system that protects you from this exact power dynamic. Whether it is a subtle comment on your clothes or explicit demands, the law is designed to shift the weight off your shoulders and onto the institution.

What the law actually says

Sexual harassment in Indian universities is governed by two major frameworks: the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (commonly called the POSH Act) and the UGC (Prevention, prohibition and redressal of sexual harassment of women employees and students in higher educational institutions) Regulations, 2015.

Under these laws, every Higher Educational Institution (HEI) must have an Internal Committee (IC). This is not just a 'suggestion'—it is a mandatory requirement. If your college has more than 10 employees, an IC must exist. For universities, the UGC Regulations make this even stricter.

What counts as harassment?

According to Section 2(n) of the POSH Act and Section 2(k) of the UGC Regulations, sexual harassment includes any one or more of the following unwelcome acts or behavior:

  1. Physical contact and advances.
  2. A demand or request for sexual favours.
  3. Making sexually coloured remarks.
  4. Showing pornography.
  5. Any other unwelcome physical, verbal, or non-verbal conduct of sexual nature.

Crucially, the law also covers Quid Pro Quo (this for that) harassment—where a faculty member implies that your grades, scholarship, or degree depend on sexual favours—and Hostile Work Environment harassment, where their behavior makes the campus feel intimidating or offensive to you.

The Internal Committee (IC) Composition

To prevent the faculty from 'protecting their own,' the law mandates that the IC must have a specific structure:

  • Presiding Officer: A woman employed at a senior level.
  • Members: At least two employees committed to the cause of women or who have legal knowledge.
  • External Member: One person from an NGO or association committed to the cause of women, or familiar with issues relating to sexual harassment.
  • Student Representation: If the matter involves students, the IC must include three students elected through a transparent process (as per UGC Regulation 4).

At least one-half of the total members must be women. You can read more about how these committees function in our guide on POSH at workplace and college.

Criminal Law Overlap

While the IC handles the university-level inquiry, sexual harassment is also a crime under the Bharatiya Nyaya Sanhita (BNS), 2023. Specifically, Section 74 (Assault or use of criminal force to woman with intent to outrage her modesty) and Section 75 (Sexual harassment). Filing a complaint with the IC does not stop you from filing an FIR at a police station. If you choose to go to the police, check our playbook on How to file an FIR (and what to do if police refuse).

Step-by-step playbook

  1. The Evidence Log

    Before you head to the IC office, gather your 'receipts.' The IC inquiry is a quasi-judicial process; they need more than just 'he said, she said.'

    • Digital Evidence: Do not delete creepy texts, emails, or call logs. Take screenshots immediately. If the harassment happened on social media, use the Cyber Crime reporting portal to document it officially if needed.
    • The Journal: Write down every incident with the date, time, location, and exactly what was said or done. Do this while the memory is fresh.
    • Witnesses: Were there other students in the lab? Did you tell a friend immediately after it happened? Their testimony counts as 'circumstantial evidence.'

  2. Locate your IC

    By law, the names and contact details of IC members must be displayed prominently on the university website and on campus notice boards.

    • Search Strategy: Look for the 'Internal Complaints Committee' or 'Anti-Sexual Harassment Cell' tab on your university portal.
    • If it is missing: If the college hasn't notified an IC, they are in violation of UGC norms. You can send a formal letter to the Registrar asking for the IC contact details.

  3. Draft the Formal Complaint

    The law requires a written complaint. You must submit this within 3 months of the last incident. If there is a delay, you must explain why (e.g., fear of retaliation), and the IC can extend the limit if they find the reasons convincing.

    • Format: Address it to 'The Presiding Officer, Internal Committee, [University Name].'
    • Content: Be specific. Instead of saying "He was being creepy," write "On 12th August 2026, at 4:30 PM in the Physics Lab, Professor X placed his hand on my waist and whispered [Exact Words]."
    • Copies: Prepare 6 physical copies of the complaint along with supporting documents (screenshots, etc.).

  4. Filing and Acknowledgment

    Submit the complaint in person or via the official IC email.

    • The Receipt: This is the most important part. Ensure you get a 'Received' stamp on a photocopy of your complaint or an acknowledgement email. This starts the legal clock.
    • Timeline: The IC must send a copy of your complaint to the accused faculty member within 7 working days.

  5. Request Interim Relief

    One of the biggest fears is seeing the harasser every day in class while the inquiry is on. Under Section 12 of the POSH Act and UGC Regulation 8, you can request the IC for 'Interim Relief' during the pendency of the inquiry. You can ask for:

    • Transferring you or the faculty member to another department/section.
    • Granting you leave for up to 3 months (this is in addition to your regular attendance/leave).
    • Restraining the faculty member from evaluating your exams or thesis.
    • Assigning you a different supervisor or guide.

  6. Conciliation (Optional)

    Before starting a formal inquiry, the IC may ask if you want to settle the matter through 'conciliation.'

    • Note: This is NOT a forced compromise. You can refuse.
    • No Money: Monetary settlement cannot be the basis of conciliation.
    • Choice: If you choose conciliation, the matter ends there with a written record. If the faculty member violates the conciliation terms, you can ask the IC to restart the full inquiry.

  7. The Inquiry Process

    If you choose a formal inquiry, the IC will act like a local court.

    • Natural Justice: Both you and the faculty member will be heard. You can provide witnesses.
    • No Lawyers: Usually, neither party is allowed to bring a lawyer to represent them in IC proceedings, though you can have a 'support person' if the university policy allows it.
    • Confidentiality: The law (Section 16 of POSH Act) strictly forbids the university from publishing your name or details of the complaint. If they leak it, they can be fined ₹5,000.
    • Timeline: The IC must complete the inquiry within 90 days and submit the report to the university administration within 10 days of completion. The university must act on the recommendations within 60 days.

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Where it usually breaks

The system looks great on paper, but in reality, universities often try to protect their reputation over your safety. Here is where things usually go south and how you can push back:

  1. The "Missing" IC: You search the college website and find nothing. No names, no email IDs, no office location.

    • Workaround: Every HEI is legally required to display IC details prominently. If they don't, file a quick RTI (Right to Information) asking for the names and contact details of IC members. Simultaneously, tag your university and the UGC on X (formerly Twitter) or use the UGC SAKSHAM portal. Colleges hate being flagged for non-compliance on POSH.

  2. The "Compromise" Trap: The IC might try to "settle" things by suggesting the professor apologize and you move on. This is called 'conciliation' under Section 10 of the POSH Act.

    • Workaround: You are not required to agree to conciliation. If you want a formal inquiry and punishment, say no. Also, remember that Section 10(1) of the POSH Act strictly forbids any monetary settlement during conciliation. If they suggest you take money to drop the case, that is a legal violation you can report to the Vice-Chancellor.

  3. Academic Retaliation: The faculty member might threaten to fail you, block your thesis, or ruin your career.

    • Workaround: Use Section 12 of the POSH Act and Regulation 8 of the UGC 2015 Regulations. You can formally request 'Interim Relief.' This includes being transferred to another supervisor, being granted leave for up to 3 months without losing attendance, or restraining the respondent from evaluating your work. The IC is legally bound to recommend this to the university administration.

  4. The "Internal" Bias: Since IC members are often colleagues of the person you are accusing, they might try to gaslight you.

    • Workaround: Ensure the External Member is present during all hearings. They are there specifically to prevent bias. If you feel the IC is being unfair, you can appeal to the 'Executive Authority' (usually the Vice-Chancellor) or the University Tribunal within 90 days of the IC report.

Templates & scripts

Copy, fill in the [highlighted] bits, and send.

1. The Formal Complaint (Email/Letter)

Subject: Formal Complaint of Sexual Harassment under POSH Act 2013 and UGC Regulations 2015 – [Your Name]

To, The Presiding Officer, Internal Committee, [Name of University/College]

I am writing to file a formal complaint against [Name of Faculty], [Designation], [Department] for sexual harassment.

Incident Details: On [Date] at [Time] at [Location], the respondent [describe the incident clearly—e.g., made sexually coloured remarks/touched me inappropriately/demanded sexual favours].

Evidence: I have attached [screenshots of chats/emails/audio recordings/list of witnesses] to support my claim.

Request for Interim Relief: Under Section 12 of the POSH Act and Regulation 8 of the UGC Regulations 2015, I request that I be assigned a different project supervisor/be granted attendance waiver for [X] period to avoid contact with the respondent during the inquiry.

I request you to initiate a formal inquiry as per the law.

Regards, [Your Name] [Roll Number/Department] [Phone Number]

2. Script for calling the UGC Helpline

If your college is ignoring you, call the UGC Anti-Ragging/Harassment Helpline at 1800-180-5522 or email [email protected].

Script: "Hello, I am a student at [College Name]. I have filed a sexual harassment complaint with the Internal Committee on [Date], but there has been no response for [Number] days. The college is not following the UGC Regulations 2015 timeline. I want to register a formal grievance against the institution for failing to provide a safe environment."

Frequently Asked Questions

1. Can I file a complaint if the harassment happened on a college trip?

Yes. The law uses the term "extended campus." Any place you visit as a student—field trips, internships, seminars, or even the commute in university-provided transport—is covered under the definition of "workplace" for a student.

2. Can a male student file a complaint against a faculty member?

While the POSH Act 2013 is gender-specific (protecting women), the **UGC Regulations 2015** are gender-neutral for students. Any student, regardless of gender, can file a complaint of sexual harassment against a faculty member or another student through the IC.

3. What is the timeline for the whole process?

You must file the complaint within **3 months** of the incident (though the IC can extend this if you have a valid reason for the delay). The IC must complete the inquiry within **90 days**. Once the report is submitted, the university must take action on the recommendations within **60 days**.

4. Can I keep my identity secret?

Under Section 16 of the POSH Act, the university is strictly prohibited from publishing or making your name, address, or identity public. However, the respondent (the person you accused) has a right to know who is accusing them to defend themselves. The inquiry is confidential, not anonymous.

5. Do I need a lawyer for the IC hearing?

No. In fact, neither you nor the respondent is allowed to bring a legal practitioner to represent you during the IC proceedings. You can, however, bring a 'support person' (like a friend or parent) if the IC rules permit it, but they usually cannot speak on your behalf.

6. What if the IC says my complaint is "false"?

There is a big difference between an "unsubstantiated" complaint (not enough evidence) and a "malicious" complaint (deliberately lying). You cannot be punished just because you couldn't prove your case. Punishment only happens if the IC proves you *intentionally* filed a fake complaint with forged documents.

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How to file a sexual harassment complaint against faculty · HowToHelp