Compliance Officer / General Counsel / Company Secretary
Evidence that holds up when somebody actually asks
Board-report-ready evidence for PoSH, maternity, vigil and OSH — continuous, not once a year.
What you are actually dealing with
Compliance is reconstructed at year end from memory, email and whoever still works here.
Evidence accrues continuously as the work happens, so the annual report is an export rather than an archaeology project.
You are asked to sign a board disclosure on facts you cannot independently verify.
Every figure in an audit pack traces back to the event that produced it. When the board asks where a number came from, the answer is a record.
Confidential matters are handled in inboxes that were never built to hold them.
Confidential cases live in a separate store with role-gated access and a log of every read — so confidentiality is a property of the system, not a habit.
Can I defend this in front of a regulator?
That is the design goal, and it is why the provenance chain exists. Every claim in an export resolves to its source event and its statutory provision. We would rather show you the trail than describe it — ask for it in the demo.
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.