CFO / Finance leader
Turn an unbounded liability into a line item
Turn per-law penalty exposure and director liability into a fixed line item.
What you are actually dealing with
Non-compliance exposure is real, statutory and currently unquantified on your books.
Exposure becomes measurable: which obligations are met, which are not, and what each carries under its own provision.
Several of these statutes attach consequences to officers personally, not only to the company.
Officer-level accountability is documented as it happens rather than asserted afterwards.
The cost of assurance today is scattered across headcount, consultants and audit time nobody has totalled.
One platform replaces the scattered spend, and the evidence it produces is the same evidence audit was paying people to assemble.
What is our actual exposure?
That depends on which obligations apply to you and which are currently met — which is precisely what the applicability review establishes. Each statute carries its own penalty provision, and we cite the provision rather than quoting a headline number, because the number depends on the contravention, whether it is repeated, and the state you operate in.
The nine obligations
- PoSH Requires an Internal Committee, an annual report, and a redressal process kept confidential by law.
- Mental Healthcare Act Establishes the right to access mental healthcare and obligations around confidentiality of treatment.
- Maternity Benefit Sets paid leave, nursing breaks, work-from-home provision and creche obligations above a headcount threshold.
- RPwD Requires an equal-opportunity policy, accessibility provision, and a register of persons with disabilities.
- Night-shift safety Governs women’s night work: written consent, transport, and safety conditions that differ state by state.
- Occupational health Consolidates health checks, safety committees and working-condition registers into one code.
- Vigil mechanism Requires a whistleblower channel with protected anonymity and audit-committee oversight.
- DPDPA Governs employee personal data: lawful basis, rights, breach handling and grievance redressal.
- BRSR Requires listed companies to disclose employee wellbeing metrics under Principle 3.